Inclusion affects us all.
Too often, the conversation around inclusion has been framed as relevant only to certain groups, but the truth is, every single one of us is impacted. Early efforts to advance inclusion were sometimes perceived as divisive, largely because they sought to correct historical imbalances by advocating for equity and equality among those long excluded. However, it is essential to recognise that inclusion truly benefits all, not just a select few.
When we understand inclusion as a collective endeavour, we unlock potential and progress for our entire society. When I’m delivering training, I like to refer to the Equality Act 2010 as a great icebreaker. Illustrating how everyone is involved in the conversation. Everyone will fall into one of the groups and directly benefit from the systemic changes, solutions, and actions that affect their protected characteristics. That is the start of the journey for inclusion, being for everyone.
Today, inclusion means far more than simply inviting everyone to the table. It demands that we thoughtfully identify obstacles, address deeply embedded systemic pressures, and challenge the historically misplaced power dynamics that prevent people from showing up authentically. Whether that is in the workplace, education, or everyday life. Genuine inclusion is not an optional extra; it is a necessity that permeates every aspect of our experience.
We must also acknowledge that inclusion efforts without substantial, measurable change amount to little more than performance. Declaring inclusivity is not enough; we must foster environments where true belonging is possible.
Now what does that look like? For example, I created a media company called Uncovered. The reason is that I recognise a disparity in the way Black athletes are showcased, especially in the strength-sport and fitness space. Coverage, access to opportunity, marketing, and engagement with influencers and other groups consistently hold a minority stake for Black individuals. In creating something like Uncovered, my inclusion effort was practical. It was practical to design a space where Black people could show up authentically in their true form and showcase excellence in strength sports and fitness spaces.
When we’re looking at something like strength sport, which is my background in Olympic weightlifting, you find that the grassroots elements of the sport lack diversity. It’s not because there are no people from diverse areas or backgrounds who want to lift. It’s because these areas and groups are not being engaged.
When we are looking at inclusion, it’s not enough to have a policy. It’s not enough to say we are trying or we have tried. What you have to do is lead with action and really drive change forward. You need to be interested in understanding the barriers and in cultivating meaningful solutions that remove them and prevent exclusion.
If you’re thinking about how I want inclusion to look different within my organisation, let’s have a chat so we can understand the practical ways you’ll be inclusive, not just performative.