Effective diversity, equity and inclusion programs go beyond stale compliance training and help ensure that everyone is treated fairly.
In their simplest terms, diversity is the “what” (gender, race, age, disability, religion, sexual orientation, etc.), and inclusion is the “how” (measure of culture that enables diversity to thrive).
Businesses have been talking about diversity in the workforce for a few decades now, and maybe longer. When diversity first became a hot topic, businesses were discussing why having a diverse workforce was beneficial and how to go about growing one fairly.
Your organization has most likely implemented policies and training to promote diversity and inclusion, but even they may seem like they’re getting lost in the larger tension between the genders.
Diversity and inclusion (D&I) is becoming a more common component of business strategy, and with good reason. However, only about 7 percent of corporate diversity and inclusion strategies target people with disabilities.
The majority of conversations on diversity and inclusion (D&I) revolve around hiring more diverse people and creating inclusive work cultures. Both of these intentions are worthy starting points for creating a more diverse and inclusive organization.