Contradictions of Inclusion: who is responsible for inclusion, how to include everyone if everyone has different needs, and why inclusion burns us out
Everyone needs inclusion, but everyone has different needs. This is one of five paradox that Brooke Gazdag, Ph.D and assistant professor for leadership and negotiation at University of Amsterdam has identified. Inclusive practices in organisational contexts are not black and white, inclusion is never achieved, she says.
Charlotte Melkert (CEO at Equalture) and Brooke Gazdag take a close look at why inclusion as a process causes controversy, why inclusion is the employer’s and employee’s responsibility, how highlighting underrepresented groups can burn them out, how inclusive remote work is, and how to negotiate inclusive practices.
A bit about
Brooke Gazdag, Ph.D is an organisational psychologist, leadership coach and professor for leadership and negotiation at the University of Amsterdam. She has researched DE&I in the business context. Notably gender quotas, frameworks for inclusion as an everyday practice and paradoxes of inclusion. Booke Gazdag is also part of the Breaking Bias Expert Panel.
A bit about
With years of experience in the field of recruitment, both by starting a recruitment agency as well as being the Co-Founder & CEO of the hiring software company Equalture and her dedication to ensuring equal opportunities in hiring, Charlotte’s knowledge about the importance of neurodiversity within the workplace is thorough.
Her first years of being an entrepreneur have led her to several public speaking activities and nominations, including the top 8 most talented female entrepreneurs of The Netherlands, Forbes 30 Under 30, Top 30 Most Inclusive Leaders NL, LOEY Talent Award, Sprout 25 under 25 and Sifted’s top 14 European Gen Z Founders.