It’s always the small things that make a big difference. Whether it is cheering us up, making us feel engaged, challenging our sense of belonging, or questioning our existence, it’s often the small stuff.

Speaking of inclusion, it is easy to discuss in theory. On paper, it is as obvious as our human rights and as necessary as taking a breath. Yet, in our daily interactions in the workplace, it is rarely natural for many of us.

Why is that? Because what comes naturally to us can be influenced by our biases and stereotypes. What we offer as a token of appreciation might unintentionally come across as belittling.

Social inclusion is a crucial aspect of creating a cohesive and supportive environment within any organization. It involves ensuring that all individuals, regardless of their background, role, or status, feel valued, respected, and included in all aspects of social and professional interactions. Social inclusion goes beyond mere tolerance; it is about actively embracing diversity and fostering a sense of belonging for everyone.

When we talk about social inclusion, we are referring to the practices and behaviors that promote the participation and engagement of all members of an organization. This includes recognizing and addressing the subtle, everyday actions that can make individuals feel excluded or marginalized. For example, not acknowledging someone’s presence, excluding them from meetings, or failing to communicate openly and not using inclusive terminology can all contribute to a sense of isolation.

In essence, social inclusion is about creating a culture where everyone feels they belong and are an integral part of the team. It requires conscious effort and commitment from all members of the organization, especially the leadership, to ensure that inclusive practices are embedded in daily interactions.

To illustrate the impact of social inclusion, consider the following scenarios:

• Imagine an instance where you ask your supervisor if you can join her in a client meeting. She briefly says, ‘no need,’ and walks ahead.
• A Global Leader is visiting the office, having one-to-one meetings, and you’re very excited, looking forward to meeting her. The leader’s main purpose is to discuss a global program which, if implemented, you would have a role in, working closely with senior leadership. Yet, you are not welcomed in the meeting room.
• Consider random encounters when your colleague doesn’t respond to your emails and text messages for more than a few days and doesn’t take the time to listen to you afterward either.
• Assume you’re not invited to an important Teams call and are left feeling sidelined.
• A colleague supposedly driven to show care and attention to the whole, ignores your individual presence and acts as if you are invisible.

These seemingly small actions collectively contribute to a sense of exclusion.

To address these feelings of exclusion, it is critical to foster a culture of open communication and mutual respect. Encouraging leaders to actively involve all team members in discussions and decision-making processes can make a significant difference. Simple gestures, such as acknowledging someone’s presence with a greeting or including them in meetings, can have a profound impact. Moreover, organizations can provide training on the importance of social inclusion and the impact of seemingly small actions on an individual’s sense of belonging.

By recognizing and addressing these behaviors, organizations can create a more positive and productive work environment. This not only helps to build stronger relationships and improve collaboration but also ensures that individuals feel included and valued. When employees feel a sense of belonging, they are more likely to contribute their best selves to work.

Wishing everyone a positive and inclusive work environment, and a great employee experience in 2025!