The benefits of a diverse workforce (including those with visible or non-visible markers of diversity) and a diverse society are widely accepted. Some argue that diversity in UK organisations and society have been strengthened to a degree through recognition of difference, acknowledgement of protected characteristics under equality legislation and increases in representation of ethnic minorities in political and public positions. Others maintain that organisations are working assiduously to create more inclusive ecosystems reflective of the rich tapestry of diversity within their societies. Nevertheless, the work to promote equity, diversity and inclusion, often led through the efforts of people who have an affiliation to a diversity characteristic (or intersectional combination of characteristics), still has a long journey ahead of it.
Research shows that exclusion, which promotes ‘a sensation in the brain akin to physical pain’[1], continues through the architecture and infrastructure of institutions and environments in many walks of life. So, how will we know when inclusion has been achieved? To what extent is belonging integral to inclusion? Who needs to do the work and what resources and support do the ‘workers’ need?
