by Prof. Charlotte Valeur, Founder of ION

Inclusivity has become a central tenet of modern social discourse, manifesting in efforts to create accommodations for underrepresented and marginalised communities. From accessibility ramps to quiet spaces for neurodivergent individuals, these changes are undoubtedly valuable, reflecting a society that seeks to enable equal participation. Yet, the focus on accommodations often unintentionally reinforces a critical oversight: the lack of meaningful change in the attitudes, behaviours, and understanding of the broader population.

As we design systems to include the historically excluded, it is not enough to build better ramps, develop more tailored programs, or tweak our structures to accommodate others. Real inclusivity requires a shift in the hearts and minds of the majority—a willingness to question privilege, confront biases, and actively participate in the dismantling of systems that uphold inequity. Without this deeper cultural transformation, inclusivity risks becoming a superficial exercise that leaves underlying inequalities intact.

Inclusivity Without Transformation

The work to provide accommodations is vital, but when treated as the sole focus, it can allow those in the majority to sidestep any introspection or meaningful behavioural change. For instance, creating accessible workplaces for disabled individuals often centres on physical infrastructure and assistive technologies, while ignoring the need for cultural shifts within teams and leadership to foster genuine belonging. Similarly, advocating for diverse representation in media is crucial, but unless audiences challenge their own internalised biases, representation risks being tokenised rather than transformative.

This issue of lack of change within the majority is not new. Martin Luther King Jr., in his book Where Do We Go From Here: Community or Chaos?, highlighted a stark disparity in the pursuit of equality:

“A good many observers have remarked that if equality could come at once the Negro would not be ready for it. I submit that the white American is even more unprepared… Whites, it must frankly be said, are not putting in a similar mass effort to reeducate themselves out of their racial ignorance. It is an aspect of their sense of superiority that the white people of America believe they have so little to learn.”

King’s words, though written in the context of racial inequality in America in the 1960’ties, resonate universally in today’s broader discussions on inclusion. Marginalised communities often shoulder the burden of self-improvement, self-advocacy, and navigating exclusion, while the dominant groups remain largely unchanged, insulated by systems that prioritise their comfort.

The Need for a Broader Cultural Shift

Inclusivity must transcend accommodations and reach into the realm of cultural transformation. This involves reimagining not just policies or practices, but the underlying attitudes and power dynamics that perpetuate exclusion.

True inclusivity demands that everyone, especially those in the majority, participate in the following:

1. Reeducation and Awareness:
Understanding the lived experiences of marginalised communities requires deliberate effort. This might include anti-bias training, studying history from multiple perspectives, or engaging directly with the stories of underrepresented groups. King’s critique of the “sense of superiority” highlights how ignorance can perpetuate exclusion, making education a cornerstone of inclusivity.
2. Behavioural Change:
Inclusivity requires action beyond intention. Allies must actively challenge discriminatory practices, even in subtle forms, and adjust their behaviours to create spaces where everyone feels valued. This might involve rethinking how meetings are run to ensure everyone has a voice or reflecting on personal biases that shape everyday decisions.
3. Shared Accountability:
Inclusivity cannot rest solely on the shoulders of marginalised communities. The majority must take responsibility for creating environments that welcome everyone, rather than expecting others to “fit in.” This includes advocating for systemic universal changes, such as equitable hiring practices, and holding organisations and governments accountable when they fail to deliver.
4. Discomfort as Growth:
Becoming inclusive often involves uncomfortable conversations and moments of self-reflection. However, discomfort and challenge is a necessary part of growth. It pushes entrenched beliefs and opens the door to new ways of thinking and interacting.

Learning from Advocacy Movements

History shows that sustained progress requires majority participation. The Civil Rights Movement, the fight for women’s suffrage, and the global push for LGBTQ+ rights all succeeded in part because they engaged allies from dominant groups who were willing to learn, adapt, and advocate alongside marginalised communities. These movements remind us that inclusivity is not just about opening doors; it is about inviting everyone to walk through them with humility and shared purpose.

The Way Forward

Universal inclusivity is not a passive process; it is an active, ongoing effort to change systems, minds, attitudes, behaviours and relationships. While accommodations remain essential for immediate equity, they must be complemented by a broader cultural transformation that demands participation from all members of society. It is not enough to provide tools for inclusion if the environments in which they are used remain resistant to change.

As Martin Luther King Jr. aptly pointed out, the work of reeducation and self-examination is not a task for the marginalised alone. Inclusivity must challenge the comfort zones of the majority, asking them to learn, to grow, to share and to change. Only then can we move beyond superficial adjustments and toward a world where inclusion is not just an act, but a shared way of being.