‘Inclusiveness’ is the fourth and last of the four Anglicare Values.
Written by The Rev’d Dr Ian Coutts.
Do you remember when you were younger and when school sports team sides were picked? What was the feeling for you if there was a delay in picking you, or if you did not feature in the side at all?
This is the feeling of not being included, of fully included. It is a very significant feeling, when you feel for some reason, “I am not thought of as being as worthwhile as other people”. Worse, other people do not wish me to be with them, or even apparently like me. It is being instantly defriended before you even got to be friends.
Inclusiveness does the exact opposite. It gives worth and shows people they are liked, irrespective of age, sex, gender, disability, ethnicity, faith, sexual orientation, or any other possible difference. That is so important. Jesus’ story of the ‘Good Samaritan’ was radically inclusive. We think benevolently of a ‘Good Samaritan’ but in Jewish thinking the words ‘Good’ and ‘Samaritan’ would never appear together. A ‘Samaritan’ was from a despised and shunned cultural and religious group – the last person you would expect, or want, to rescue you. But it was this person who stepped in to save the life of the man who had been beaten and robbed and left for dead.
Many of our clients have already experienced not being picked, or of being shunned and despised. For them inclusiveness can be a particular need. Making them feel included can be transforming for them.
Some attitudes and behaviours can be non-inclusive, even when not necessarily intentional. Last week a landmark report on workplace sexism was published. Kate Jenkins, the Sex Discrimination Commissioner noted that whilst we have seen sectors respond decisively to more explicit forms of sexual harassment, everyday sexism is still evident in workplace interactions, systems, policies and decisions that affect both individual careers and organisational cultures. She argued that managers have a particular role to notice when these may be occurring. This is important to do because these behaviours and attitudes do not fully include women.
Democracy is another way in which inclusiveness can be experienced. As Anglicare begins to roll out its new therapeutic framework ‘Sanctuary’, democracy is one of the seven commitments that is integral to the effectiveness of Sanctuary.
Thus, whether with our clients, or between us as staff, inclusiveness is a really important value to exercise.
