Setting Up for Success: The True Meaning of Inclusion in Employment
As discussions around Diversity, Equity, and Inclusion (DEI) evolve, many organizations are reconsidering how these principles fit within their overall mission. Some are subtly adjusting their language and policies, while others are scaling back their DEI initiatives altogether. This shift raises a crucial question: does reducing the emphasis on DEI mean eliminating the opportunity for a truly diverse and inclusive workforce?
At Additional Needs, we believe that fostering inclusivity should not be seen as a burden but as a strategic advantage. The best person for a position may need some assistance to reach their full potential, but once that support is provided, both the employee and the company thrive.
The Business Case for True Inclusion
While the ideal meritocracy suggests that the most qualified individuals naturally rise to the top, reality tells a different story. Personal biases—whether conscious or subconscious—often dictate hiring decisions. Phrases like “culture fit” can become coded language that excludes individuals who think or operate differently, ultimately limiting an organization’s potential. By broadening our hiring perspective, companies can benefit from a diverse range of skills, insights, and innovations that would otherwise go untapped.
Inclusion is more than just bringing diverse individuals into an organization—it’s about ensuring that once they are there, they have the necessary support to succeed. For some, this might mean assistive technologies, flexible schedules, or workplace accommodations. These small investments don’t just help the employee; they lead to increased productivity, improved customer experiences, and an overall healthier work environment.
The Cost of Staying in the Comfort Zone
When businesses retreat to the familiar—hiring only those who align perfectly with existing culture and norms—they risk stagnation. The safety of sameness may seem comfortable, but it does not drive progress. A company’s true potential is unlocked when it embraces different perspectives and provides opportunities for all individuals, regardless of their starting point.
The shift from “diversity, equity, and inclusion” to terms like “belonging” is happening in real time, and its long-term implications remain uncertain. However, what remains clear is that creating a workforce where every individual is set up for success benefits not only the employees but also the organization and its customers. By understanding the unique needs of each person, we become better equipped to serve at our highest ability—making the world a healthier, more inclusive place for all.
At Additional Needs, we encourage employers to remember that meaningful employment isn’t about meeting quotas—it’s about unlocking human potential. And when we do that, we all succeed.
