Time to talk about inclusion. I hope you all feel included. I've run a very

inclusive workshop. It's very important to me of course. I hope my ESG score goes

up. So inclusion is the third piece of the DEI triangle. It's in a sense kind of

integral with diversity, but if you had to pick one of the three that they would

throw out, it would be inclusion. The idea with inclusion actually that we're

going to cover is that inclusion is sort of this lever to make it so that diversity

is not passive but rather proactive. So it's kind of the proactive, it's the tool to make

all of this stuff proactive from the perspective of whatever organization, because if you're

not being proactive enough, you won't be inclusive. So it's a moral lever actually, but we'll

also see that it's used to justify censorship and purges. It is in fact, and we'll discuss

as a length of the mechanism by which the idea of repressive tolerance from Herbert

Marcus's neomarchsism of the 1960s is being affected in actual organizations and institutions

and across society. The point of inclusion of course is to create a welcoming environment

where nobody feels like they're being excluded or nobody feels like they're out of place.

You don't have to sit in the audience and feel self-conscious because of who you actually

are, you're included in what's going on. Maybe it goes further and it's set up to make

you feel like you belong. So nobody ever feels like a weird outsider. That's the rationale

behind the idea of inclusion. And it's something that I think most people probably since about

at least the 1970s in the United States have more or less just thought, yeah, of course.

And so again, we're seeing a concept that I think I don't want to make it as explicit.

I think that diversity industry started out kind of a ham-fisted noble ideas and got

co-opted. Equity started out very progressive and became further redirected into neomarchsism.

...