What is Inclusion Safety?
Inclusion safety satisfies the basic human need to connect and belong. Whether at work, school, home, or in other social settings, everyone wants to be accepted. In fact, the need to be accepted precedes the need to be heard.
When others invite us into their society, we develop a sense of shared identity and a conviction that we matter. Inclusion safety allows us to gain membership within a social unit and interact with its members without fear of rejection, embarrassment, or punishment, boosting confidence, resilience, and independence.
What if you’re deprived of that basic acceptance and validation as a human being? In short, it’s debilitating. It activates the pain centers of the brain. Granting inclusion safety to another person is a moral imperative. Indeed, only the threat of harm can excuse us from this responsibility.
Inclusion safety is not earned but owed. Every human has title to it as a nonnegotiable right. We hunger for and deserve dignity and esteem from each other. If there’s no threat of harm, we should give it without a value judgement.
As the basic glue of human society, inclusion safety offers the comforting assurance that you matter. If you’re a leader and want your people to perform, you must internalize the universal truth that people want, need, and deserve validation.
Inclusion safety requires that we condemn negative bias, arbitrary distinction, or destructive prejudice that refuses to acknowledge our equal worth and the obligation of equal treatment.
Diversity is a matter of makeup and composition, whereas inclusion is a matter of belief and behavior. Diversity produces nothing and blesses no one unless its power can be unleashed. How does that happen? It happens through inclusion.
Inclusion activates and releases the power of diversity. Unfortunately, many organizations that have made great strides to create a more diverse employee population congratulate themselves, but they are no more inclusive than they were before. What can they do? They need psychological safety.
Why do humans exclude each other? Insecurity, arrogance, greed, fear? Yes, but here’s another reason: Because that’s what we’ve been taught. People usually believe what they’re taught. It’s called acquired socialization.
Here’s a second question: How do humans justify excluding each other? What criteria do we use? Race, age, gender, religion, culture, socio-economic status, political ideology, tribe, ancestry, geography . . . The list is very long. Are these legitimate factors? No, but we use them anyway to create junk theories of superiority. Nothing new.
When we use junk theories to create and perpetuate divisions and rationalize exclusionary behavior, we apply a worthiness test rather than a worth test to each other. If we turn that around and apply a worth test instead of a worthiness test, we have the stunning opportunity to create a deeply inclusive culture.
It’s time to take a step back and look at your own life. Ask yourself these questions and evaluate how you are doing in putting Inclusion Safety into practice.
May 28, 2021
Join Dr. Timothy R Clark, author of The 4 Stages of #PsychologicalSafety, to learn how to create a deeply inclusive #culture. AGENDA: 1) Why do humans exclude each other? 2) How do humans justify excluding each other? 3) What is a junk theory of superiority? 4) Applying worth vs. worthiness tests to each other 5) Creating a deeply inclusive culture through psychological safety
March 28, 2021
Join Dr. Timothy R Clark, author of The 4 Stages of #PsychologicalSafety, for Diversity is a Fact, Inclusion is a Choice. Agenda: 1.What is #diversity? 2.What is #inclusion? 3.What is exclusionary bias? 4.How to accelerate the removal of exclusionary bias 5.Biased behavior brainstorm: Starting & Stopping 6.Bonding vs. bridging behaviors: What’s the difference? 7.Bridging behavior brainstorm: Starting & Stopping Bring your comments & questions to the chat, we look forward to hearing from you!
August 21, 2020
Agenda: 1) #DEI Diagnostic Framework 2) Characteristics of DEI 3) What Is Vital To DEI Success 4) How Companies Get DEI Wrong 5) The 4 Stages of Psychological Safety Learn more about Dr. Timothy R Clark's #book The 4 Stages of #PsychologicalSafety: Defining The Path To Inclusion and Innovation here: https://www.leaderfactor.com/4-stages... Resources: What is Psychological Safety: https://www.leaderfactor.com/psycholo...
Consider this: We include naturally in childhood and exclude unnaturally in adulthood. Why? Exclusionary behavior is learned behavior, the result of bias (conscious or unconscious) acquired through socialization. How, then, do you root out exclusionary bias, behavior, and policy?
Inclusion safety satisfies the basic human need to connect and belong. It allows us to interact without fear of rejection, embarrassment, or punishment. It boosts confidence, resilience, and independence. Here are five ways to foster inclusion safety and acceptance in any social setting.
The way that we see someone affects the way we value them. Connecting with someone like you is easy, it feels natural. We call this homophily, meaning that we bond with people with whom we share common characteristics. But how do we connect with someone who is very different from you?