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Inclusion in sentence

607 examples of Inclusion in a sentence

Talking can be accompanied with inclusion or not inclusion.
Even if we look at something like workplace diversity and inclusion, if I asked you what gender-ethnicity combination is least likely to be promoted to senior managerial positions, who would you think it was?
The only thing that Queen Victoria would not be amused by in modern dictionaries is our inclusion of the F-word, which has happened in American dictionaries since 1965.
Maybe what was missing was not the women only, but the feminine values of compassion, mercy and inclusion.
We need to develop a feminine discourse that not only honors but also implements mercy instead of revenge, collaboration instead of competition, inclusion instead of exclusion.
And by casting that show entirely with a cast of black and brown people, what Lin was saying to us, he was reviving in us our greatest aspirations for the United States, our better angels of America, our sense of what this country could be, the inclusion that was at the heart of the American Dream.
So this idea of inclusion, it has to keep going.
All of these cities, to me, still had a number of unresolved issues related to urban justice, issues of equity, inclusion and access.
He joined ESPN, which already had a culture of inclusion and diversity, but he took it up a notch.
The work of democracies is to maximize the inclusion of the many in order to create prosperity, not to enable the few to accumulate money.
Ultimately, we need to work together as communities, as governments and as businesses to really change this culture of ours so that our kids grow up valuing their whole selves, valuing individuality, diversity, inclusion.
The study found that even in companies with diversity policies and inclusion programs, employees struggle to be themselves at work because they believe conformity is critical to their long-term career advancement.
Their commitment to diversity is evident through their global inclusion programs.
So I spend a lot of time in deep conversation with the CEO and senior executives, and a lot of times those conversations turn to diversity and inclusion, which, of course, I'm always happy to talk about.
But let's be clear: diversity and inclusion are not the same things.
Companies can mandate diversity, but they have to cultivate inclusion.
And if inclusion is what you're after, you've got to calculate some slightly different numbers.
If you want a real problem, you're going to need real numbers to fix it, and if you're not willing to set real numbers, then maybe you're not real serious about diversity and inclusion.
However, when you start talking about diversity and inclusion, we use terms like "accountability."
Can we imagine a criminal justice system that prioritizes recovery, prevention, civic inclusion, rather than punishment?
Without this kind of inclusion, our feminism is nothing.
Most of the Middle English alphabet is still familiar today, with the inclusion of a few archaic symbols, such as yogh, which denotes the y, j, or gh sound.
We as thought leaders and decision makers must push past the first steps of diversity and into the richer and more robust territory of full inclusion and equal opportunity.
What was more pertinent, and continues to be so about ancient Athenian democracy, was the inclusion of the working poor, who not only acquired the right to free speech, but more importantly, crucially, they acquired the rights to political judgments that were afforded equal weight in the decision-making concerning matters of state.
Mali and its king were elevated to near legendary status, cemented by their inclusion on the 1375 Catalan Atlas.
Special Olympics teaches the world that people with intellectual disabilities deserve respect and inclusion.
But there is no magic wand for correcting diversity and inclusion.
We make a mistake when we see diversity and inclusion as that side project over there the diversity people are working on, rather than this work inside all of us that we need to do together.
When companies teach their people to be allies, diversity and inclusion programs are stronger.
So why is that only eight percent of the companies that have a diversity and inclusion program have actually expanded that strategy to include age as just as important of a demographic as gender or race?
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