[MUSIC] Hello, welcome to the module inclusion matters, which sets the foundation for our work on inclusive leadership. Lessons in this module will answer these questions. What is inclusion? What are factors of inclusion? Why does inclusion in the workplace matter to organizations and to employees? To become a more inclusive leader requires a working definition of inclusion. That's what we'll focus on in this lesson. Let's jump right in. Inclusion refers to processes that help everyone in the workplace feel valued and respected. This definition covers two common viewpoints. The first viewpoint of inclusion refers to everyone, regardless of their identity. This approach takes a one size fits all attitude. It doesn't consider differences between people that can affect how to value and respect them. An important difference is dominant versus non-dominant groups. Many social identity categories such as gender, race, ethnicity, sexuality, age, ability status, consists of dominant and non-dominant classifications. Persons in dominant groups tend to have more economic and cultural power than those in non-dominant ones. For example, men in most societies are the dominant gender group, and all other gender classifications are non-dominant. In terms of gender, the first perspective on inclusion would promote the same processes for everyone regardless of their gender. I will say more about dominant and non-dominant groups in other modules. A second view of inclusion focuses only on non-dominant groups. Members of these groups may experience discrimination due to their identity. They may also have limited opportunities because of their identity. They often are less represented in the workplace, especially at higher levels. Thus, the second view of inclusion realizes that one size does not fit all. It stresses actions designed specifically for members of groups with a history of exclusion and for those who have had limited access to resources and roles. For example, fewer women are chief executive officers than men. Our definition allows for both of those perspectives. We will study processes that help everyone, non-dominant and dominant groups feel valued and respected. This goal allows leaders to sometimes focus more on certain groups than others. Inclusion often requires centering our attention on non-dominant groups. Think about my story about the employee who said I paid more attention to men than women during a staff meeting. As you know, gender equality is an ongoing concern in society and in workplaces. Therefore, leaders must show that they respect and value individuals of all genders. They support efforts to advance women, and they should be aware that sometimes they may seem to favor men. As my example shows, this can occur regardless of the leader's gender. Even though I am a woman, I may unknowingly treat women differently than men. This can be due to unconscious bias, which we will explore later in the course. Leadership efforts that center or non-dominant groups include keeping everyone else in mind. Otherwise, some members of dominant groups may feel excluded. They may feel less valued, they may feel disrespected, they may not participate fully in their jobs. They may resent those who receive attention. They may not be on board with being inclusive and their resistance can slow down progress toward inclusion. This is part of what we will explore in this course. It is important to note that inclusion is both the process and a feeling. It consists of actions to include and an emotional outcome, I feel included. Let's go back to the employee who thought I paid more attention to men than women. How I responded, my actions mattered a great deal to that person. I felt badly that I might have shown favoritism. If I had shown favoritism, I didn't mean to do so. However, I did not make my response about me. I wanted to show that I valued and respected the employee. I did not challenge or question the individual. I could have said, I pay attention to everyone. I find that hard to believe, you are being too sensitive or exactly what did you observe. Instead, I expressed sincere thanks for the feedback and I shared my appreciation of the employee. I also restated my commitment to an inclusive workplace. To summarize, inclusion refers to processes that help everyone in the workplace feel valued and respective. Leaders who strive for inclusion cultivate these processes for members of dominant and non-dominant groups. In the next two videos, I will discuss factors related to valuing and respecting others, until then.