Businesses should reorient their approach to tangibly harness the all-encompassing, dynamic power of what D&I ultimately promotes: equality.
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Topic: Diversity, Equity and Inclusion
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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).
Inclusion is not about knowing. The next iteration of diversity and inclusion training must go beyond inclusion “discussions” to inclusion “practices.”
Here’s why your well-intentioned efforts are not making a difference: The most popular approaches to addressing workplace diversity are deeply flawed.
We all know that diversity is important, but without inclusion and belonging, your organization won’t maximize the benefits that diversity brings.
While neurodiverse people think, process and/or act differently than neurotypicals, appreciating the strengths they bring to teams makes a difference.
The current state of affairs in our country and the wider world has led to a heightened awareness of our differences and how they are treated in the workplace.
Of course, diverse recruitment and representation are critical steps when establishing an inclusive business, but they are not the only requirements. Inclusive businesses see past the differences and focus on creating a true sense of belonging.
Where — and why — do women get stuck in most organizations? For most, it’s the first rung of the corporate ladder as they try to take the step up to manager.
Businesses that invest in D&I training open their doors to more people; minimize harm and discomfort within their walls; and make their organization a better, more welcoming place for their employees.