Sinclusion





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The movement toward more diverse workplaces has made the term “diversity” a major buzzword within human resources and other leadership communities. An important part of diversity is the concept of “inclusion”, the act of making all team members feel like an equally important part of their total team.


“Sinclusion” is the harmful opposite of inclusion, but far too often it I a part of the diversity movement in some organizations. Where “inclusion: says all team members need to be valued for their life experiences and unique viewpoints, “sinclusion” lives in organizations where leadership only value the positive attributes of personalities while suppressing the negative feelings individuals may have.


According to Howard Winters we are in “the process in which one gradually increases the number of people included in the term 'we' or 'us' and at the same time decreases those labeled 'you' or 'them' until that category has no one left in it.”


We cannot achieve that oneness unless we are totally inclusive, even with those that have feelings or beliefs we feel are less desirable than others. Sinclusion prevents that goal and must be avoided.