This chapter examines the interplay between inclusion and social capital in organisations. Inclusion requires active participation and equal access of all employees, ensuring their well-being. Nevertheless, over the last few years, inclusion has faced backlash based on perceived threats to resources and hierarchy. This backlash can be countered by utilising social capital on three levels: personal, intra-organisational, and extra-organisational that offer mechanisms to mitigate the backlash by building trust and cooperation. To increase social capital as a mechanism for inclusion, strategies such as mentoring, employee resource groups, and multidisciplinary collaboration can be used.