We Talk About Diversity, But We Rarely Talk About What Inclusion Feels Like

In many organisations, “diversity” is the visible metric. We count gender, race, age, orientation, disability status. We celebrate quotas, “firsts”, diversity hiring initiatives. And yet, the harder conversation often goes unspoken: What does it feel like to be included? When I founded Pineapple Support more than a decade ago, one of my core convictions was that mental-health, wellbeing and safety in the adult entertainment industry (and all industries) can only be built when people don’t just exist in a space, but belong in it. Belonging arises when inclusion is no longer a policy or the “extra” but the lived experience.

1. Diversity vs Inclusion — the lived difference

• Diversity invites “who’s in the room?” – inclusion asks “does each person feel safe, visible and valued in the room?”
• Research shows that while companies may track demographic diversity, the sentiment around inclusion is often far weaker: one McKinsey study found that while 52 % of respondents felt positive about their organisation’s diversity efforts, only 29 % felt positive about inclusion. McKinsey & Company+1
• The impact of inclusion isn’t just moral, it correlates with business performance: inclusive companies report higher levels of innovation, better decision making and stronger engagement. Synergist+1

So we must shift the conversation from “we have x % women/minorities” to “how does every individual experience being seen, heard, supported, trusted?”

2. What inclusion feels like (and what it doesn’t)

Here are some lived signals of inclusion and their opposites. Feels like inclusion when someone…

• can speak up without being punished, sidelined or ignored.
• sees their identity reflected in the team and leadership, and sees others like them succeeding.
• receives feedback and development, not just a ‘token’ role.
• has genuine belonging: they bring their whole self to work, not just a “safe” version.
• feels that their contributions matter, not just their presence.

Feels like exclusion when someone…

• self-censors or hides aspects of themselves (identity, experience) to fit in.
• perceives themselves as the “only one” from their group and internalises performance pressure.
• feels invisible or sidelined: difficult to get opportunities, ambiguous feedback, fewer mentoring or sponsorship relationships.
• experiences micro-aggressions or belittling comments, or watches others do so without action.
• doesn’t feel safe/supported when things go wrong.

These aren’t just “nice to have” shades of workplace comfort. They affect mental health, burnout, retention, performance and growth. For creators, agency staff and compliance/moderation teams in the adult industry, where stigma, boundary-work, and emotional labour are intense, inclusion is a cornerstone of wellbeing.

3. Why inclusion matters for wellbeing, and especially in underserved sectors

In the adult-industry context (and many other marginalised-identity or high-stress fields), the stakes are higher. People may face industry stigma, intersecting identities (gender, race, sexual orientation, neurodivergence), performance pressure, emotional risks, burnout, and in the case of compliance/moderation roles, secondary trauma.

When inclusion is present: people report higher engagement, less burnout, more psychological safety and willingness to ask for help. Achievers+1

When it’s absent: silence, fear, isolation, attrition. The cost of “just being included in the head-count” is real.

4. What leaders and organisations can do to move from diversity ➝ inclusion

Here are some action-oriented steps I’ve seen work:

• Shift focus from numbers to experience. Yes, metrics matter (representation, hiring, promotion) but ask: “Do people feel they belong? Do they feel psychologically safe?”
• Cultivate psychological safety. Create spaces where people can raise concerns, make mistakes, bring their full identity.
• Sponsor & mentor across difference. Representation helps, but inclusion means development, access to real opportunity and decision-making roles.
• Check and change culture, not just policy. Inclusion lives in how people feel day-to-day: in conversations, in who speaks, who is listened to, how feedback is given, how mistakes are handled.
• Belonging is ongoing. Inclusion isn’t a once-off initiative. It requires ongoing attention, lived leadership, feedback loops.
• Be explicit about intersectionality and hidden norms. Inclusion means recognising that people bring complex identities, and culture may carry hidden norms (e.g., neurotypical, cisgender, able-bodied).
• Embed wellbeing into inclusion. In sectors like adult entertainment, compliance/moderation and creator work, the emotional and mental health component is intrinsic. Inclusion means creating a safe environment for wellbeing.

5. My challenge to you

If you are leading a team, a project, an organisation – I challenge you to ask this not-yet-popular question: “How does inclusion feel here?”

• What story would someone from an underrepresented identity tell about their experience right now?
• If they said “I don’t feel valued the same way”, would you recognise it? • What changes would make their experience fundamentally different – not just in policy, but in how they wake up and walk into the work-day?

In our sector, representing creators, studios, agencies, moderation teams, inclusion isn’t “extra”. It is foundational to dignity, safety, performance and wellbeing.

Talking about diversity is important. But if we don’t also talk about what inclusion feels like,and what it doesn’t, we risk filling spaces with silent voices that leave anyway, or worse, who suffer quietly.

At Pineapple Support, our mission is clear: every individual deserves to feel seen, valued and safe. Inclusion is how we make that real.

with love,

Leya