Martin Brandtner always gives his all, in his job as Head of Human Resources - and also in sports. Mountaineering is his great passion. The 46-year-old spends every free minute in the Alps. This was also the case on that cold September morning when he set off on a mountain tour. It had snowed lightly during the night, the paths were steep and slippery, but Martin Brandtner was driven on by the prospect of a photo at the summit cross. He loses his balance on a difficult passage. He falls ten meters into the depths. When he regains consciousness in the hospital, he can't remember what happened. Martin Brandtner knows only one thing: he cannot move his legs.

Several operations followed, rehab lasted for months - and one day Martin Brandtner finally drove his wheelchair into the foyer of the company he had worked for over the past 17 years. He has a queasy feeling when he returns, but he is encouraged by the warm welcome he receives from his colleagues. You have to know: The company has long understood inclusion in the workplace as an important part of its corporate philosophy.

Definition of inclusion

But what does inclusion actually mean? The term inclusion has its roots in the Latin language. Translated, the word "includere" roughly means "to include" or "to belong to." Sociologists use the term inclusion to describe a society in which everyone is accepted, has equal rights and can participate in a self-determined way in all areas of life.

An inclusive society thus sees characteristics such as gender, age, origin, religious affiliation or disabilities as an enrichment - and not as a shortcoming. The inclusive society considers otherness to be normal. And what sociology describes with the large, abstract word "society" naturally also applies to everyday work in companies.

Focus on inclusion brings companies numerous advantages

A company that commits itself to the topic of inclusion benefits from many advantages. Living inclusion makes companies stronger and more future-proof. People with disabilities often have exceptional skills and great knowledge. In addition, the working atmosphere improves when people with disabilities are involved in the workplace in the spirit of inclusion. After all, they know from their own experience how important it is to treat other people with respect. The latter leads to people in inclusion-driven teams being attentive, cooperative and considerate to one another. This, in turn, leads to increased productivity.

Once again, companies are well advised to keep an eye on the issue of inclusion in the workplace, also in view of demographic change and the increasing shortage of skilled workers.

Inclusion: Changing the social framework

The terms "integration" and "inclusion" should not be confused. If there is talk of integration, then the individual must adapt to the majority system: Martin Brandtner, a paraplegic mountain climber, is supposed to walk up the stairs. Inclusion, on the other hand, is about changing the social framework in such a way that everyone is able to participate: Martin Brandtner, for example, gets an elevator to get to his workplace.

Of central importance to inclusion is the removal of barriers. However, anyone who only thinks of building wheelchair ramps and handicapped-accessible toilets is thinking too briefly. Also meant is the dismantling of invisible barriers - such as linguistic, social or institutional ones.

UN Convention on the Rights of Persons with Disabilities as a milestone for inclusion

Inclusion is not a new invention. In 2008, the Convention on the Rights of Persons with Disabilities, adopted by the UN General Assembly, came into force. The guiding principle is the idea of inclusion. All signatories want to work to end discrimination against people with disabilities, whether physical or mental, and to recognize them as full members of society.

Article 27 of the Disability Rights Convention describes the right to work of people with disabilities. They, like all other people, should have the opportunity to earn a living through work that they freely choose or freely accept. The Disability Rights Convention was a milestone. Not only for people with disabilities - but for society as a whole.

Example: This is how inclusion in practice works in the workplace

People who are apparently healthy may assume that inclusion is an issue "that only affects others. The fictional mountaineer Martin Brandtner, described at the beginning of this article, may have thought this way until his accident. Admittedly, the misfortune attributed to him is drastic - but it also goes much more everyday.

Let's look at the following (theoretical) example: Anneliese Meyer is an executive secretary in a medium-sized company. She is approaching 60, her hearing and eyesight are failing. She is uncomfortable and keeps quiet about her problems to her supervisor. However, her work performance is declining, and she is making mistakes more and more often. When she goes home in the evening, she is completely exhausted. Finally, she jumps over her shadow and talks to her boss about the complicated situation. He responds sympathetically and together they look for a solution - eventually finding a way that allows Anneliese Meyer to continue performing her duties. That, too, is inclusion in action at the workplace!

Inclusion: Diversity leads to the goal

Not every form of disability is recognizable at first glance. Some disabilities are congenital, others only develop in the course of life. For example, mental illness, rheumatism, back problems, a new hip joint or recovery times after serious illnesses, such as cancer, can also be considered disabilities.

Companies that employ people with disabilities in the spirit of inclusion ensure that no one has to be left out. They have understood that diversity leads to the goal. And they don't even have to fear rising costs, since in many cases the employment of people with disabilities is extensively subsidized. If necessary, they can also take advantage of assistance or receive compensation for any underperformance that may occur.

Anchoring inclusion in the corporate philosophy with e-learning

But let's now return to our fictitious example of Martin Brandtner, a mountain climber who has been injured in an accident and is returning to work after his serious accident. Here we can see how inclusion can succeed in the workplace. On an economic level, the employer benefits from the fact that the competence and experience of the HR manager are retained by the company. But the company has also scored on a human level - it has helped the valued employee regain his courage to face life.

Security Island's e-learning demonstrates how inclusion can be made a living part of the company's philosophy. In addition to the theoretical basics, the focus is on practical application. Since this is a sensitive topic, a number of possible solutions are presented. For example, the online training makes it clear to employees above all what is important in inclusion: the human factor. Only those who are aware of the importance of the topic can align their actions in practice with the guiding principles of inclusion.