The words “Diversity and Inclusion” – are regularly mentioned together. After some thought, I realized they are much more multi-faceted than they first appear. One of the most exciting aspects of consulting work is the range of organizations and people I have the pleasure of crossing paths with and learning from. I recently found myself in a conversation with a client group. The conversation started with diversity from the perspective of the representation of protected groups within the Saskatchewan Human Rights Code. Then it morphed into the responsibility of employers to lead through inclusive practice. This got me thinking about Diversity and Inclusion. While these two words regularly mentioned together, they are much more multi-faceted.
What is Diversity?
Diversity refers to the unique traits that individuals possess. It can be understood in two general ways: inherent diversity and acquired diversity. Inherent diversity features traits that are central to identity and are not likely to change such as colour, ancestry, nationality, place of origin, disability, race or perceived race, sex, and gender identity. Creed and religion also factors here to the extent that they are a fundamental component of identity. Acquired diversity includes marital status, family status, age, and receipt of public assistance.
Combine these with diversity of thought such as exposure to ideas, education, cross-cultural skills, language, and social skills, we gain some insight into expanding our consideration. The creation of robust ideas often depends on a diversity of voices. The challenge then is to foster actions that encourage a diversity of thought. It takes this conscious thought to lead us to inclusion.
What is Inclusion?
Inclusion is being made a part of something. It’s an environment of mutual respectively welcoming and leveraging diversity for organizational benefit. To borrow an idea from the great Peter Senge, organizations increase their chances of being successful if they adopt a learning approach to diversity. This approach emphasizes that every individual has unique insights that others can learn from. Harvest these ideas to improve organizational strategy and outcomes.
How Do I Improve Inclusion?
Like so many things, change can occur any time and any where. Practice providing equal opportunities and resources to everyone. Simply ask to share the lead at your next team meeting. Lead and change by example. Ask your colleagues, “what could I do to help you feel welcome in the workplace?”
Stephen Eger has created and implemented human resource services, policies, evaluations, communications, and organizational development for over 20 years. Stephen is a Certified Leadership Coach and a trained HR Investigator.