The BLM movement shines a bright light on the importance of diversity and inclusion (D&I) in our society. As the workplace is a reflection of our society, companies are focusing more on their social footprint and investing in equitable practices for employees, customers and community.
Studies show that diverse teams and inclusive leadership have a big impact on the success of a company. Companies with above-average gender diversity and levels of employee engagement perform up to 58% better. Companies with a strong ethnic and cultural diversity show 33% better financial results.
Moreover, a strong D&I strategy can help win the war for highly skilled talent. 80% of millennials say that an employer’s policy on diversity, equality and workforce inclusion is an important factor when deciding whether to work for them.
The ideas of diversity and inclusion are often mentioned in the same breath, but the two ideas are actually quite different. In this blog post, we’ll discuss the difference between diversity and inclusion and how your organisation can adopt an inclusive culture.
WHAT IS DIVERSITY?
Workplace Diversity can be defined as understanding, accepting, and valuing differences between:
1. people of different ethnicities, races, ages, genders, disabilities, religions and sexual orientations
2. people with different skill sets, experiences, education, personalities
Ultimately, it is bringing diverse people together to create a team that sees the world differently and that can work together to represent customers and communities to solve problems and create great ideas.
WHAT IS INCLUSION?
Inclusion takes it one step further and celebrates differences. The goal of workplace inclusion is to create a respectful, collaborative and supportive environment that promotes participation and contribution of all employees. True inclusion removes all barriers, intolerance and discrimination. When applied properly in the workplace, it is how every employee feels like they belong.
WHAT IS CORPORATE D&I?
Together, Diversity and Inclusion or D&I can be defined as a company’s mission, strategies, and practices to support a diverse workplace and leverage the positive effects of diversity to achieve a competitive business advantage.
DIVERSITY AND INCLUSION BEST PRACTICES
To develop and uphold a diverse and inclusive culture, companies are encouraged to adopt and promote the following D&I best practices:
Equal access to opportunity
Collaboration and teamwork
Focus on innovation and creativity
Organisational flexibility, responsiveness, and agility
Collaborative conflict resolution processes
Leadership commitment to diversity
Representation of diversity at all levels of the organisation
Mentoring, education and training
Diversity and inclusion are different but both equally important to modern organisations, as they have an undeniable influence on recruitment, engagement and retention of talent, as well as overall performance and business success. Companies have the responsibility to create an inclusive environment for their employees and customers. However, this can only be achieved when everyone in the organisation continuously commits to learn, grow, and celebrate diversity in the workplace.
If you would like to learn more about how the collective feature set of Qualee can instil and strengthen a sense of belonging within employees, visit our website www.qualee.com and download Qualee for free today!
https://www.fastcompany.com/3067346/how-these-top-companies-are-getting-inclusion-right https://www.mckinsey.com/~/media/mckinsey/business%20functions/organization/our%20insights/delivering%20through%20diversity/delivering-through-diversity_full-report.ashx https://www.pwc.co.uk/human-resource-services/assets/documents/real-diversity-2017-no-holding-back.pdf https://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1011&context=cahrswp