Research has suggested that Swedish higher education institutions' (HEIs') language policies may exclude some academic staff from work-related activities due to (dual) monolingual ideologies requiring one language at a time. This study, based on the analysis of twenty-one language policy texts, investigates HEIs' policies using a lens of inclusion at workplaces with linguistic diversity, drawing on concepts from diversity management and language policy for democracy of inclusion. All documents examined began with statements of HEIs' values relevant to the policies. Inclusion was seldom explicitly emphasized, although policies suggested ways to facilitate it. We argue that some of the approaches--namely, taking a top-down monolinguistic approach to language choice, requiring staff to be highly proficient in both Swedish and English, and offering unspecified language support--reinforce language-based in-groups and out-groups, likely compromising rather than facilitating inclusion. Another approach, emphasizing individuals' rights to choose what language they use, facilitates inclusion only if support is provided for everyone's understanding. Providing immediate language support and encouraging bottom-up, flexible language choice were less common approaches but seem particularly likely to facilitate inclusion. Our analysis suggests that policies prioritizing successful communication, not specific languages, facilitate inclusion and help employees develop job-related language and intercultural communicative competence.