Global Majority Matters: Challenging Western Norms in the Workplace

Thanks Rohini Anand PhD for this post. As an inclusion practitioner having worked for Global organizations, it’s frustrating when I see the US inclusion efforts isolated from the Global Majority. We must challenge ourselves to become global inclusionist versus regional practitioners. Only then will we be able to impact the holistic human journey.

Inclusion isn’t a program. It isn’t a panel discussion. And it definitely isn’t a line item on a company’s website. It’s a choice made every day. In the workplace, inclusion shows up in who gets heard in meetings…and who doesn’t. In organizations, it’s reflected in who gets opportunities to grow and lead, not just who’s already in the inner circle. In society, it’s about whether people feel like they belong or like they’re just being tolerated. For me, this idea has always been personal. Ever since I can remember, I’ve aspired to be included. From early childhood through today, it’s remains a constant goal to belong and to be heard. And when I’ve found inclusive environments along the way, I’ve tried to extend that same sense of inclusion to others, knowing what it feels like to want it. Reflecting on sixty-two trips around the sun, I’ve come to realize how deeply that connects to something even bigger: Freedom of the Press. Because a truly inclusive society depends on whose stories are told, whose voices are amplified, and who has access to the truth. A free press creates space for perspectives that might otherwise go unheard. Without it, inclusion doesn’t just weaken, it disappears quietly. And yet, only a small fraction of the world’s population lives in countries where a free press truly exists. Inclusion isn’t about checking a box. It’s about building something better together. #Inclusion #Leadership #FreedomOfThePress #Belonging

Inclusion is often treated as visibility. But rarely as fairness. Many organizations are trying to become more inclusive. They highlight diversity. They amplify identities. They create narratives around representation. And that matters. But inclusion is not only about who is seen. It’s about how people are treated. Because what I’ve observed is this: In some environments, inclusion becomes selective. Some voices are amplified. Others are overlooked. Some people are valued for who they represent. Others feel replaceable, regardless of what they contribute. That’s not inclusion. That’s inconsistency. Real inclusion is not about choosing which groups deserve dignity. It’s about building systems where everyone is treated as human. Where people are valued not only for identity, but also for their ideas, their effort, and their potential. Because every person: Feels pressure. Gets frustrated. Needs rest. And wants to feel that their work matters. If inclusion does not translate into fair treatment, it becomes performative. And performative systems don’t retain people. They push them away. In the end, inclusion is not about messaging. It’s about how consistently we choose to treat people — every day. #Leadership #WorkplaceCulture #Inclusion #HumanRights #FutureOfWork

Inclusion Is Complex Inclusion is often treated as something simple invite people in, celebrate diversity, and the work is done. But real inclusion is far more complex. It asks us to move beyond good intentions and take a hard look at the systems we uphold. It challenges the idea that treating everyone the same is fair, and instead calls for equity meeting people where they are and giving them what they need to succeed. Inclusion also means recognizing the invisible barriers that exist: biases, assumptions, and structures that quietly exclude. It requires us to share power, not just space. To listen deeply, not just acknowledge. To act with intention, not just speak about it. And yes, it can be uncomfortable. Because true inclusion often disrupts habits, challenges norms, and forces us to rethink what we’ve always accepted as “normal.” Inclusion isn’t a destination it’s an ongoing practice. One that requires humility, courage, and consistency. The question isn’t whether we believe in inclusion. It’s whether we’re willing to do the complex work it demands. #Inclusion #Equity #Belonging #Leadership #Education #SocialJustice

👇 What is Inclusion? 🤔 ⁉️ ➡️ The eternal question we ask ourselves when starting or developing a real Diversity & Inclusion strategy within organizations. ☝ One of the most common answers is: Inclusion means creating a space where everyone feels welcomed and has a true sense of belonging, regardless of their Identity or the Community they come from. 😊 I’ve always appreciated this definition. But recently, while browsing here on LinkedIn, I came across a visual interpretation that I found simply brilliant. ☺️ So perhaps we can reframe the question and ask instead: What is NOT Inclusion? ➡️ Inclusion is clearly not Exclusion, the most obvious opposite. Exclusion happens when we don’t even consider the possibility that people who are different from us could belong in our organizations or communities. ➡️ Inclusion is also not Separation. Separation means accepting diversity at a surface level, working alongside people who are different from us, but never truly allowing them to belong. It’s a form of coexistence without connection. ➡️ And finally, inclusion is neither Integration, a concept often confused as its synonym. Integration may “allow” people to join, but keeps them confined within their own groups, without real interaction or connection with the wider organization. Inclusion is not about letting people in. It’s about making sure they truly belong once they are there. #inclusion #inclusionmatters #diversity #diversitymatters #equity #equitymatters #dei #deimatters #people #peoplematter #deiintheorganizations #representation #representationmatters

Happy to share that our paper, “How does inclusive climate influence organizational citizenship behaviour? Mediating role of allyship and psychological wellbeing,” has been published in @Equality, Diversity and Inclusion: An International Journal (ABDC: B; Q1 Scimago Journal Ranking). As conversations around diversity, equity, and inclusion continue to gain prominence within organizations, an important question persists: how does an inclusive climate translate into meaningful behavioural outcomes at work? In this paper, we move beyond viewing inclusion as a stated value, and instead examine the mechanisms through which it shapes organizational citizenship behaviour. By unpacking the mediating roles of allyship and psychological wellbeing, the study offers a more nuanced understanding of how inclusion is experienced and enacted in everyday organizational life. We hope these insights are useful both for practitioners seeking to design more impactful inclusion initiatives, and for scholars interested in advancing research on the micro-foundations of inclusion. As always, it has been an absolute pleasure collaborating with Megha Gupta and Ajinkya Navare—my co-authors, who are far more than collaborators and friends.

Apparently rooming with me at Davos comes with a book deal. 😄 My 2026 Davos roommate Jennifer McCollum just launched Men at Work — and it's a timely, important read. Jennifer is President & CEO of Catalyst Inc., and this book tackles something most inclusion conversations miss: men are struggling too. Boxed in by outdated stereotypes, disconnected, unable to show up fully. Her argument — backed by Catalyst's research — is that real workplace inclusion only happens when men and women operate as genuine partners, not when one group helps the other. It's a practical roadmap for leaders who want to move beyond performative inclusion toward something that actually sticks. Grab it. Link in comments. #Inclusion #GenderPartnership #WorkplaceEquality #BookLaunch #100Coaches

Does inclusion guarantee belonging? Governments and institutions today mandate inclusion through policies and frameworks. Diversity targets. Representation goals. Compliance checklists. On paper, it looks like progress. But can policies ensure everything? An organisation can look diverse on paper. And yet, the people can still feel invisible inside it. Research shows that even in “inclusive” spaces, many people experience subtle exclusion. Just small things like Group chats you’re never added to. Projects where your ideas get ignored. Rooms where the everyone makes faces, when you start speaking. You’re technically included. But emotionally, you’re still outside the circle. And this kind of quiet exclusion cuts deeper than we admit. Because it’s hard to prove. Hard to call out. And even harder to recover from. Inclusion & Diversity isn’t just about access, but about feeling seen, heard, and safe enough to exist fully. Because real wellbeing begins where people don’t just fit in, they feel like they belong. #DiversityAndInclusion #BelongingAtWork #InclusionMatters #PsychologicalSafety #WorkplaceCulture #Leadership

What is the most structural inequality issue in Latin America's workplace? One we know too well but barely speak of: classism. That very latin trait that allows us to recognize anyone on their social status regarding how they dress, how they speak, and where they live. At Aequales we started measuring how companies work towards socio-economic inclusion in our last PAR Ranking in 2025, and the World Economic Forum just recognized our work by publishing our conclusions on their portal. Thank you to The Forum of Young Global Leaders for allowing me to show our work to the world! https://lnkd.in/eJnUAU3A

Most organisations talk about Equity, Diversity, Equality and Inclusion (EDEI) as if it’s a programme, a policy, or a set of commitments that live on a website. But the truth is simpler and far more demanding: EDEI only matters when it shows up in the everyday behaviours, decisions, and interactions that shape how people experience work. Equity is the opposite of “one size fits all.” It’s thoughtful, responsive, and human. In many organisations, leaders want to create environments where people feel respected, supported, and able to succeed but it’s common to hear managers say, “We have to be fair to everyone by treating them the same.” This belief comes from a genuine desire to avoid bias and maintain consistency. But, EDEI teaches us that this approach can unintentionally reinforce inequality when people start from different places. It’s not about treating everyone the same — it’s about giving people what they need with transparent decision making without stigma or resentment.