In 1992, Zangon-Kataf, an area of Kaduna state in Nigeria witnessed the start of a gruesome crisis, a predicament that continues even today in 2022, three decades since its origin.  The Christian Atyaps claim ownership of this region since the 1850s while the Muslims are the ruling aristocrats in this state, and thus are politically dominating. Socio-political marginalization, ethnic chauvinism, and unhealthy religious and cultural rivalries among the two communities have now taken away the ideals of social inclusivity and peaceful coexistence among diverse groups in this state of Nigeria. Lack of inclusivity hindered land utilization and led to economic deprivation among both communities.

Even developing countries like India have faced several barriers while setting up inclusive educational institutions, under Sarva Shiksha Abhiyan (SSA). According to the Indian Journal of Law and Public Policy, stigmas around disabled children hinder this inclusive education. Children with disabilities are often bullied by their peers or kept segregated from all social activities in schools. So even if the public policy is in place, such cultural beliefs shatter the very aims of such inclusive policies.

Thus, diversity, equity, and inclusion policies have been the leading agendas of various nations, though, their implementation has seen various irregularities. These irregularities majorly arise due to a complicated social structure comprising diverse religious and cultural groups living together. But the absence of such factors may have a positive impact on achieving an inclusive and equitable society.

Additionally, developed nations of Europe and Latin America deal with a hidden crisis when comes to inclusion and social diversity. Forbes recently highlighted how the corporate institutions in Europe and America suffer from ‘Wokeism,’ the appearance of being racially and socially aware. But such companies, knowingly or unknowingly tokenize their employees, at times hiring them just to check the boxes of inclusion or making them in charge of DEI-related work. Culture and religion become meager tokens on the company’s impressive DEI charts. Employees from a particular gender or racial minority might feel pressured to fill stereotypical roles or represent their entire group. This can affect their performance and diminish their morale.

In the variety of examples from around the world and from our country one thing has become clear. Social intolerance ceases meaningful inclusion and harmless inclusivity policies might produce contrary results. Before governments and corporates start thinking about creating inclusive and diverse places, thinking of why such inclusion could not happen in the first place is greatly important. Then, they must ensure that their policies provide such people with chances for growth in all spheres and are protected from unnecessary stigmas and stereotypes.

A brilliant example of this is Botswana. The schools here, foster a common national identity for children from varying socio-ethnic backgrounds and thus are not subjugated on lines of religion, culture, or economic status. The have equitable education opportunities in pursuit of inclusive education. Due to this nation-centric approach, fewer diversity-related roadblocks were created, further augmenting the implementation of such inclusivity schemes.

Lastly, religion, culture, gender, and sexuality do define an individual but acceptance of others is equally important. But in today’s acceleration world, a ‘mosaic,’ of diverse populations who can retain their identity while being a part of a whole is more important than a ‘melting pot, where people give up their distinctiveness to fuse with others.