You’ve heard it. That comment muttered in staff meetings or quietly voiced by concerned parents:
“But inclusion isn’t fair to the other students.”
As a leader responsible for creating more equitable and effective educational environments, this comment hits a nerve—and rightly so. But instead of getting defensive or defeated, let’s talk about what you can say and do to move the conversation (and your culture) forward.
The Problem Beneath the Comment
When someone says inclusion isn’t fair, what they’re often expressing is fear:
- Fear that students with disabilities will take too much time.
- Fear that other students will fall behind.
- Fear that teachers aren’t equipped.
But underneath that is something more systemic: ableism—the assumption that students with disabilities are a burden or don’t belong in general education settings.
This belief system is outdated, unsupported by research, and damaging to students, teachers, and the school community at large.
What to Say (Instead of Getting Snarky or Defensive)
You don’t need a perfect script, but you do need language that affirms your values and helps others shift their mindset. Here are three of the most effective responses from our free download:
- “Fairness isn’t a good measure for individual student needs.”
Every student deserves support tailored to them, not a one-size-fits-all standard of “fair.” - “Inclusion isn’t about favoring one group—it’s about creating equity.”
This language refocuses the conversation on justice, not competition. - “Exclusion only reinforces stigma. Inclusion teaches acceptance.”
Inclusion benefits everyone—academically, socially, and emotionally.
You can deliver these statements verbally, drop them in an email, or post them on staff room bulletin boards. They’re designed to be practical and adaptable.
What to Ask (Because Listening Matters Too)
Defensiveness shuts down dialogue. Instead, shift the energy by asking:
- “What additional support would help you feel more confident about inclusive practices?”
- “Are there professional development areas you'd like to explore further?”
- “How can we work together to ensure all students feel safe and supported?”
These questions show your team you’re here to partner, not push.
Why This Matters—Especially for You
You didn’t get into leadership to manage problems—you got in to make things better. But between outdated practices, lackluster PD, and resistant staff, it can feel like nothing is changing.
Here’s what we want you to know:
- You’re not alone.
- The comment “Inclusion isn’t fair” is a symptom, not the root.
- You have powerful tools—and words—that can shift the entire culture of your school.
Next Steps
✔️ Use one response or question at your next staff meeting. Watch what happens.
✔️ Share this blog with your leadership team. Start a new kind of conversation.