.png)
Let's Talk Diversity & Inclusion
- Kennedy Pipkin
- Jan 12, 2021
- 2 min read
Understanding the difference between diversity and inclusion, how they work together, and common mistakes made by companies and organizations.
It’s weird for me to think about how much of a hot topic diversity and inclusion has become over the past 5 or so years. Companies, colleges, and organizations worldwide are starting to realize that people want to see more people like themselves being represented and having a voice. Being a black woman, representation in the media, workplace, or anywhere else was not something that I saw until pretty recently, which is crazy. For that reason, I wanted to talk about why diversity and inclusion are so important.
What is Diversity?
Diversity refers to the traits and characteristics that make people unique from one another. When people think of diversity, the first thing that comes to mind is generally gender and race. However, diversity can be defined by so many more categories, such as religion, sexual orientation, color, disabilities, political affiliation, age, and more. People often forget that not all diversity elements are visible. There are visible and invisible elements that make individuals diverse, and it is important that they are all accounted for to identify gaps in diversity.
What is Inclusion?
Inclusion is often used in tandem with diversity; however, the concept is completely separate. SHRM defines inclusion as “the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success.”
The Disconnect
I feel that many companies have failed by lumping diversity and inclusion together and assuming that because you have “achieved” diversity, then naturally you are being inclusive. WRONG! This is a common misconception, and in a way, the diversity aspect is the easy part, because inclusion takes a lot of work. Many companies have figured out the diversity part (such as adding more minorities, requiring interviews for underrepresented groups, etc.) which is great, but it is just the beginning. A recent Deloitte survey states that 80% of employees consider inclusion an essential factor in choosing an employer.
You have probably heard the saying:
“Diversity is being invited to the party and inclusion is being asked to sit at the table.”
I think a better metaphor would be:
“Diversity is being invited to the party and inclusion is being asked to help plan the party.”
Diversity doesn’t matter if there is no inclusion. It is important to remember that diversity is not just for show. Putting one woman and one person of color on your university’s website or in your onboarding video is not enough.
These conversations can be uncomfortable and were avoided for a long time. However, over time groups, employers, and organizations tend to become more and more homogeneous. The best way to combat this for long-term viability is to seek out diversity. All of the different elements and backgrounds that make people unique from one another will lead to diversity of thought and help produce new and innovative ideas. Let's move away from just saying diversity and inclusion are important and start showing it.
Thanks for reading!
Comments