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Inclusion
Merryn Roberts-Ward
June 2024
Inclusion isn’t just a corporate buzzword to me; it’s deeply personal and at the core of everything I do as the CEO of ThinkEDI.
Having spent years as an Organizational Development Manager focused on change and transformation, I’ve seen firsthand the difference that true inclusion makes—not just to business outcomes, but to people’s lives.
For me, inclusion means creating environments where every person feels seen, heard, and valued. It’s about making sure that no one feels like they need to hide parts of themselves to fit in, whether that’s because of their background, disability, gender, or any other part of who they are.
I’ve lived through the challenges of being in spaces that weren’t inclusive, and I know how isolating that can feel. That’s why I’m so passionate about making sure that ThinkEDI, and the organizations we work with, are places where everyone can show up as their full, authentic selves.
Inclusion Goes Beyond Numbers
One of the key things I’ve learned over the years is that inclusion is not just about ticking boxes or meeting quotas. It’s not enough to have diversity on paper—real inclusion means creating a culture where diverse perspectives are truly welcomed, respected, and integrated into the way the organization operates.
During my time managing organizational change and transformation, I saw many organizations struggle with this. They were focused on the numbers—hiring more women, recruiting more people from underrepresented groups—but often didn’t follow through on creating environments where these people could thrive. It’s not just about bringing people in; it’s about making sure they feel like they belong once they’re there. That’s the real challenge, and it’s something we at ThinkEDI work hard to address.
![[Image description: A rainbow pride flag hangs from an old stone building.]](https://static.wixstatic.com/media/nsplsh_37ad057e06394588981a8abf53d25ae6~mv2.jpg/v1/fill/w_980,h_653,al_c,q_85,usm_0.66_1.00_0.01,enc_auto/Image%20by%20Bernd%20%F0%9F%93%B7%20Dittrich.jpg)
[Image description: A rainbow pride flag hangs from an old stone building.]
The Power of Feeling Valued
In my experience, when people feel included and valued, they don’t just do their jobs—they excel. I’ve seen people who might have been overlooked or underestimated before completely transform once they were given the chance to contribute in a space that made them feel safe and supported.
And that’s not just good for the individual—it’s good for the organization. Inclusion fuels creativity, innovation, and collaboration. When people from different backgrounds and experiences come together and feel empowered to share their ideas, the results are incredible.
My Personal Commitment to Accessibility
As someone who lives with chronic pain and fatigue, and who leads a neurodivergent household, accessibility is a particularly important part of inclusion for me.
I understand, from both a personal and professional perspective, how crucial it is to design spaces—physical, digital, and cultural—that are accessible to everyone. It’s not just about accommodating needs; it’s about ensuring that everyone has an equal opportunity to contribute and succeed.
At ThinkEDI, we don’t just talk about accessibility—we build it into everything we do. Whether that’s creating flexible work environments, ensuring materials are accessible, or making sure people with disabilities are fully supported in the workplace, it’s a commitment that’s close to my heart.
[Image description: A person with black hair using a wheelchair looks off into the distance.]
Inclusion
Change and Transformation Through Inclusion
As an Organizational Development Manager in my previous role, I saw that real, lasting change only happens when people are brought along on the journey. Inclusion is at the heart of transformation. If you want to change an organization, you need everyone involved, everyone’s voices at the table, and you need to listen—really listen—to what people need in order to succeed.
Inclusion, to me, is about breaking down barriers—whether those are physical, attitudinal, or procedural—and building systems where everyone has a fair shot. It’s about creating cultures where differences are not just accepted, but celebrated.
The ThinkEDI Way
At ThinkEDI, inclusion is baked into our DNA. It’s not just something we do; it’s who we are. I know that inclusion transforms organizations because I’ve seen it. I’ve lived it. And I believe that if we can get inclusion right, we can change the world of work for the better.
Inclusion isn’t a project that has an end date. It’s an ongoing, evolving journey. And as CEO of ThinkEDI, I’m committed to making sure that everyone we work with—whether they’re clients, partners, or team members—feels empowered, valued, and truly included.
Think Equity Diversity Inclusion