THE INCLUSION CONTINUUM

The Seven Stage Inclusion Continuum

The Inclusion Continuum has been designed as your roadmap toward creating organizational change that will support a culture of Aboriginal inclusion. Based on the accounts of companies that have made large strides in growing an engaged, upwardly mobile Aboriginal workforce, the Inclusion Continuum outlines the seven stages through which a culture of inclusion progresses. The first three of these stages are misdirection’s; only during Stage Four “Initiation” does your company begin its true path toward “Inclusion.”

Download the Inclusion Continuum backgrounder in pdf.
Read on to learn more about the Inclusion Continuum and its seven stages…

Stage 1 – Indifference

• Denial forms the basis of workplace diversity.
• Here, employee morale is never a priority.
• Here, discrimination and harassment go unchallenged (under human rights legislation, such companies are disappearing).

Stage 2 – Intimidation

• This company acts wholly from fear.
• The minimal legal requirement is the high bar.
• All important actions are reactive rather than proactive.
• Legal obligation becomes the surest guide to Aboriginal inclusion.

Stage 3 – Image

• This company prizes HR – so long as it serves PR.
• What value exists in Aboriginal employees – how can they be showcased.
• Wholly reactive, but to the carrot rather than the stick.
• External perceptions become the surest guide to Aboriginal inclusion.

Stage 4 – Initiation

• A change agent has been roused by the values of inclusion.
• That person presents other managers with a business case for inclusion.
• A nucleus of manager demand drives executives to move the effort forward.
• The organization begins a self-assessment: how can it become more inclusive?

Stage 5 – Incubation

• The highest executives commit to the path of inclusion.
• Inclusion is regarded as a ‘core competency’, necessary for organizational growth.
• The business case for Aboriginal inclusion is translated into policies and practices.
• The company organizes training and others efforts to grow an inclusive culture.

Stage 6 – Integration

• The company’s goals are permanently integrated with its inclusion goals.
• Employees have high morale and show a high degree of engagement.
• Long-term strategies drive internal and external Aboriginal relations.
• The organization vigorously promotes inclusion to other organizations.

Stage 7 – Inclusion

• This highly productive workplace is dedicated to continuous improvement.
• The corporate culture is one of unflagging commitment to inclusion.
• This is the company of choice for the very best Aboriginal talent.