Inclusive practice is a set of guidelines based on an egalitarian ethos that provides a framework for working well with people from diverse backgrounds and cultures. On an individual level, these guidelines include self-awareness of bias, care around use of language, and advocacy. Within a research team, these guidelines have a strong bearing on things like building trust, productivity across the team, and how team members engage with leadership and with the wider organization and broader community within which the research is taking place.

In the equity, diversity and inclusion training that our team has provided over the past several years, we weave in three basic features:

1. Pronunciation of names;
2. agreeing a common vocabulary of inclusion terms; and
3. aligning on an inclusive practice policy.

We start with names because they often form that first impression of how the rest of the conversation might go. At the very start of introductions, a certain tone is set if one or more of the team have to compromise on how their name is pronounced. They may say they don’t mind, and maybe they don’t, or maybe they just don’t want to rock the boat. Our names are part of our identity, and for some, their name is a symbol of their heritage and beliefs.

Next, we agree on definitions for commonly used vocabulary in the equity, diversity and inclusion arena. We recognize that many words, terms, and phrases have evolved in their definitions and usages. Often a new buzzword enters our vocabulary almost unnoticed, such as the word pivot during the recent pandemic. We now recommend replacing the word stakeholder with the term relevant people, because while the word stakeholder may have its origin in betting, it is also a term that is used in a colonial context. Even words like diversity and inclusion in recent times have evolved in the breadth of their usage.

Finally, we facilitate the group to co-produce a policy for inclusive practice, emphasizing that this is in addition to, or a section of, an existing collaboration agreement. There is a strong move in research culture towards more active listening, increased emotional intelligence, and creating a safe space where conversations might involve or invoke some discomfort or even conflict. It is imperative that teams co-create this document in a space of psychological safety, and that it can include anything they feel is important for them to thrive in their research environment. The policy will need to include how bias and microaggression will be handled, and it may for example include a schedule of events to learn more about each other and about the diverse cultures of team members, alongside practical points like when to hold regular lab meetings.

Inclusive practice in team science is about putting systems in place that allow every voice in the room to be present and to be heard. This presentation will provide some guidance on where to start with designing and implementing such a system in a given research collaboration.