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The Difference Between Diversity and Inclusion, and Why It Matters

The document discusses the difference between diversity and inclusion in the workplace. Diversity refers to the various traits that make individuals unique, while inclusion means a diverse group can work together respectfully. A five-step strategy is presented: 1) accountability and commitment from leadership, 2) encourage connection among employees, 3) build a diverse talent pipeline, 4) leverage diversity for better outcomes, and 5) promote diversity with clients. When employees feel welcome and belong, it creates a sense of pride and collaboration, fueling productivity and ideas.

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124 views

The Difference Between Diversity and Inclusion, and Why It Matters

The document discusses the difference between diversity and inclusion in the workplace. Diversity refers to the various traits that make individuals unique, while inclusion means a diverse group can work together respectfully. A five-step strategy is presented: 1) accountability and commitment from leadership, 2) encourage connection among employees, 3) build a diverse talent pipeline, 4) leverage diversity for better outcomes, and 5) promote diversity with clients. When employees feel welcome and belong, it creates a sense of pride and collaboration, fueling productivity and ideas.

Uploaded by

ashutosh_parida_5
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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The Difference Between Diversity

and Inclusion, and Why It Matters

Now more than ever, employers are realizing the value and necessity of having a
workforce that is both diverse and inclusive. While it may be tempting to use these
terms interchangeably, they actually describe two different things. This post will
discuss what each term really means, and present a five-step strategy to develop a
supportive workplace culture that meets both needs.
Diversity

Diversity is the starting point for a workplace that is truly supportive. For a workplace
to be inclusive, the workforce must be diverse. Diversity can be more or less defined
as the various traits, qualities and characteristics that make a person unique, as part
of their whole being. There are many potential contributors to diversity, including
age, religion, gender identity, sexual orientation, race, ethnic background, nationality,
socioeconomic status, personal interests and more.
It is often said that there are four types of diversity, discussed below.
The first is internal diversity. Factors contributing to internal diversity are those that
a person cannot change; for example, their age, race, sex assigned at birth, and
mental and physical capabilities. The forms of internal diversity are what have
historically been targeted in anti-discrimination policies, which have thankfully come
into place to bar employers from turning down employment to qualified candidates
based on something over which they have no control.
The second type is external diversity. External diversity is composed of things that a
person is not born with, but that may receive influence from the individual’s
surroundings. Appearance, hobbies, socioeconomic status and relationship status
are examples of external diversity.
The third type of diversity is organizational diversity. This is achieved by having a
workplace that includes people of different job functions, management level and
seniority, pay grade, department, work hours and more.
The fourth and final type of diversity is often referred to as “worldview,” and is
loosely defined as the way in which an individual sees the world. This is the most
challenging type of diversity to pin down, since it’s shaped by a person’s life
experience and interaction with society. Morality and political affiliation are two
examples of areas that might reflect a person’s worldview.
Inclusion

The four types of diversity discussed above are good points of stratification when
building an employee workforce that serves as the foundation of an inclusive and
supportive work environment. However, diversity alone does not necessarily
translate to inclusion. Inclusion is a separate entity and has been described as
“diversity in action.” An inclusive space is one where a diverse group of people can
work together in a safe and respectful manner, appreciating their individual
differences and finding a way to make sure voices of all types are heard.
In a truly inclusive workplace, employees should never feel as though they need to
hide who they are to be valued for their contributions. A groundbreaking survey by
Deloitte once found that a surprising number of employees in today’s global
workforce report feeling the need to “cover” one or more aspects of their diversity,
which can prove detrimental to their success, as well as the success of their
employer. It’s important for people to feel as though they belong, because that
serves as a basis for teamwork.
The Five-Step Strategy

A quick Google search will reveal that there are no shortage of guides available for
employers that wish to develop an effective plan for diversity and inclusion. Some
are longer than others, or might be specific to a particular type of employment. After
reviewing many such guides, there were five points that seemed especially salient as
part of a strategy for creating a diversity and inclusion plan.

1. Accountability and commitment: While inclusion can occur at the


employee level, diversity must ultimately be supported by
organizational leadership, or whomever manages hiring. Accountability
should be transparent, and if possible, involve objective metrics and
benchmarks for success. Internal and external company messaging
should reflect accountability and commitment to promoting diversity
and inclusion in the workplace.

2. Encourage connection: Having a diverse workforce doesn’t mean


much if employees lack welcoming spaces to meet and celebrate what
makes them unique. Events and tasks that encourage interaction can
help in this regard, whether it’s hosting regular mixer events,
celebrating a diverse range of civic and religious holidays, or even
shifting employees between different teams every so often so they
have a chance to collaborate with others.

3. Build a diverse talent pipeline: Building a diverse talent pipeline is


something that should ideally be done proactively. Recruiting practices
should encourage consideration of those with diverse backgrounds.
When “selling” a workplace to potential job candidates, it helps if there
is already an existing culture of diversity and inclusion; otherwise, they
may be hesitant to come on board.

4. Leverage diversity and inclusion for better outcomes: There’s no


contesting the benefits of diversity and inclusion in the workplace.
Simply put, diversity brings with it a broader sense of perspective,
which can help with everything from client relations to marketing and
logistics.

5. Promote diversity amongst clients and stakeholders: Business is not


conducted in a bubble. Looping clients and stakeholders into a
company-wide commitment to diversity and inclusion facilitates better
relationships all the way around, and can speak volumes about
organizational values.

The Overall Benefits

A commitment to diversity and inclusion in the workplace can lead to positive gains
across the board. When employees feel as though they are welcome and truly
belong, it creates a sense of pride in one’s work and encourages collaboration with
others. The synergy of a collaborative office culture fuels efficiency and productivity,
and can inspire ground breaking ideas. Beyond all of which, it just makes the office a
more enjoyable place for everyone.

A culture of diversity and inclusion extends beyond the responsibilities of


management and human resources; it truly requires buy-in from all employees in
order to take hold. As the saying goes, “respect begets respect,” so the best place to
start when creating a strategy for diversity and inclusion in the workplace is to be
respectful, and hire thoughtfully.

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