Inclusion in action: reflections from the APM Volunteer Forum

“We will all profit from a more diverse, inclusive society, understanding, accommodating, even celebrating our differences, while pulling together for the common good.”

Ruth Bader Ginsburg

As part of APM’s Winter 2024 Volunteers Forum, I was asked to lead a session to discuss inclusion, but I wanted it to be more than just words.

Diversity, Equity, Inclusion and Belonging (DEIB) is an important topic to APM. It was explored at last year’s Volunteers’ Forum but talking about a topic is only useful if people are able and encouraged to actively participate. This goes beyond just inviting people to a session. They have to feel secure, valued and that their views matter.

There are many organisations and teams that will talk about DEIB, they may even have a checklist or some ‘appropriate’ wording. For many, this is where their involvement ceases – in lip service, written word or gesture. I wanted this session to serve as a platform for meaningful outcomes, which meant enabling people to share their true experiences and opinions.

I was delighted to be asked to facilitate this session. I’ve been an Active Ally for marginalised groups and individuals for my entire working life. Whilst it has been a challenging career, I’ve achieved so much, delivering international projects, supporting emerging professionals, boosting confidence and enhancing capabilities.

Of course, with a short session, there was a limit to what could be discussed, but we certainly made the most of it. The focus upon assumptions, considerations and actions enabled us to run polls, which brought greater insight, thoughtfulness, honesty and transparency to the conversation.

One of the themes we exposed repeatedly related to micro-aggressions and assumptions based upon appearance or behaviours. These included:

Being asked where you’re from, because you’re of global majority.
People chiding for frequent phone usage, not knowing personal circumstances or health.
Assumptions about capability based on age, gender, size.
Being seen as ‘having an easy life’; without understanding of personal trauma or tragedy.

In talking about considerations, we discussed capacity to pre-empt inclusion needs, through regular breaks, ensuring meetings were purposeful and concise, use of fidget toys, walking meetings, being able to stand and move within a meeting venue.

I was impressed by the range of questions, anecdotal experiences and comments that contributed to this session being useful for attendees. It was also important to me that people were actively involved, which is why I made sure there were many opportunities to do so. People leading DEIB initiatives in their own workplaces can do the same by creating opportunities for Active Inclusion, such as:

Vocal contribution – with or without cameras on, to create psychological safety.
Written contribution – in email, chat, or private message.
Listening – often underrated and unacknowledged.

And of course, active inclusion must be conscious, thoughtful and adaptive. Measures to support this may include:

Discretely asking about needs, preferences, constraints and flexibility.
Making space for others to experience psychological safety.
Setting clear expectations.
Having a code of conduct (ethical behaviour) and leading by example.
Having awareness of individual and collective biases – and actively managing these.

Leading active inclusion may not always feel comfortable or easy. I believe we have both professional and personal responsibility to provide space, leadership, support and guidance and demonstrate responsible allyship and active inclusion. One approach does not suit all.