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As a middle aged, white, straight male, I have often been told that my involvement in diversity and inclusion (D&I) is somewhat unusual. Ironically, perceiving inclusion efforts as something that you can only take part in if you have experienced adversity yourself is exactly the kind of exclusive conduct that deters others from getting involved with said initiatives. According to the Parker Review Committee, diversity and inclusion is making huge strides at present, with 81 companies of the FTSE 100 having ethnic representation on their boards in March 2021, compared with just 52 in January 2020. However, we are all aware that there is a lot more that can be done, so where do we start? An analogy From my perspective, transforming the language we use to talk about diversity and inclusion is the first and most crucial step in developing a more inclusive society. For years I have coached rugby and throughout my experience, I have learned one simple truth: until children reach the age of 10, girls are far better rugby players than boys. My instincts are backed up by statistics, which show time and time again that girls develop certain skills at a much faster rate than