Inclusive culture takes into account the multiple perspectives of an organization. In an inclusive culture one person or one group does not make the decisions for all, but instead, makes the time to inquire about decisions, actions, and investments--What do you think? What ideas do you have? How about this? are questions to lead such efforts.
An example of exclusion can sometimes be kinds of expectations that challenge members' finances, time, energy, or potential. If we don't include people in the decision making process, the decision made is often unrelated to the good potential people hold for forwarding an organization or group's plan.
Working towards inclusive culture means bettering the processes we use to share information, make decisions, and forward events that include everyone. For example, there's been a lot of changes in organizations lately, yet, I believe, many organizations have not really taken the time to sit down and update their efforts to recognize those changes when it comes to traditional events, schedules, staffing, and roles. We have to regularly update our expectations to do better, make better, and include all.
No matter how big or small your role is and who or what you work for, updating your perspectives, decision making, and organizational events is imperative to doing the good work possible. This is even true for family groups--as families change, so should our traditions, celebrations, and protocols.
Inclusive culture breeds positivity, and to be inclusive requires regular updating of any group's efforts and perspective.
