My first study involved deep-dive interviews with 21 diverse employees working in different project teams in a global firm. Over the last three years I’ve been investigating the impact of peer relationships on an individual’s experience of inclusion.
In other words, only a group (or a leader as representative of a group) has the power to make an individual feel fairly treated, valued, respected and connected. In academic literature as well as industry practice, inclusion has been conceptualized as a psycho-social experience between an individual and a group. Both of these strategies are critical, but they overlook the significance of peer relationships.
More recently the focus has shifted to inclusive leadership and the powerful role played by leaders in setting the tone, modeling inclusive behaviors, and calling people to account. Historically, companies have focused on putting in place organizational diversity policies. Peer inclusion is demonstrated through three small acts that can make a world of difference: 1) Instrumental assistance, or acts that help a peer to perform their work tasks (such as by providing information, making introductions to contacts, giving endorsements in meetings, or offering advice) 2) Emotional bonding, or socializing with their peers, joking and banter, as well as providing space for venting and showing an authentic interest in a peer’s personal life and 3) embodied connection, creating and communicating a closer connection with through body language and the sharing of space, such as walking to a meeting together or pulling a chair closer during a conversation.Īlready a hot topic, creating an inclusive workplace has become even more critical for organizations seeking to attract and retain talent, and enhance productivity. She found that peers have the power to include or exclude other individuals, and the exercise of that power can make a meaningful difference to work performance. There are a number of ways organizations can become inclusive! Get started with four key strategies.Over the last three years the author has been investigating the impact of peer relationships on an individual’s experience of inclusion at work. For example, if a healthcare provider’s office makes their reading materials accessible to those with ID, they could also be helping those who speak English as a second language or have low literacy. Including people with ID in existing health programs has the potential to improve health outcomes for all people, including people with ID while reducing health care costs for society.
Principle of inclusion meaning full#
Full Participation means that people with ID are fully and meaningfully included in health programs and services.
Equitable Access means ensuring that people have access to the services and resources necessary to achieve their full health potential. Inclusive health is based on two main principles: equitable access and full participation. If a system is inclusive, that means they have made the necessary changes to their practice to make their program more accessible for those with ID. Our vision is for the inclusion of all people, including people with intellectual disabilities (ID), in mainstream health policies and laws, programming, and services, training programs, research, and funding streams.
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