Diversity and Inclusion in the Modern Workplace

“When we listen and celebrate what is both common and different, we become wiser, more inclusive, and better as an organization.” - Pat Wadors

The days of employment bias linked to one’s religion, background, ethnicity, and gender are long gone. Nowadays, it is common to find both employers and employees embracing the idea of inclusion at workplaces. Its acceptance has become the new norm in professional setup these days. When implemented at workplaces, it not only opens up a window of opportunities but also leads to better outcomes. An environment of respect created by it is characterized by positive corporate identity, productivity, and morale. Furthermore, it nurtures talents and helps retain them.67% of job seekers find workplace diversity to be an important factor in assessing job opportunities and more than 50% of current employees want to do more to increase diversity in their workplace. That said, the degree of inclusiveness varies from one organization to the other. The primary reason behind it is the variation in the degree of acceptance of the concept in a company’s workforce. 

Why the environment of some organizations is more inclusive compared to others?

“We are building products that people with very diverse backgrounds use, and I think we all want our company makeup to reflect the makeup of the people who use our products.” - Sheryl Sandberg

Whether the work atmosphere of a company would reflect inclusion or not solely depends on how well it is blended with its core values. Nothing influences the environment of workplaces more than its policies. Some talented influencers and human resource managers show keenness in blending workplace inclusion with the core values of their companies. They attach importance to it for the sake of the business outcomes of a company.

But how precisely does it help enhance productivity? For obtaining the answer to this question, one has to dig a little deeper into the effect of inclusion on individual staff members. Due to the concept of inclusion, individual workers start viewing themselves as a team member rather than considering themselves as mere individuals. Once they come to think of it, they start focusing more on team performance than their personal milestones. As soon as they develop this attitude, they not only give their best but also influence others to follow suit. Thus, some organizations reflect a greater sense of workforce inclusion than others due to the core values in the policies of a company, coupled with the approach of human resource managers to inclusion.

What about the element of workplace diversity, though? Is it the same as workplace inclusion? If yes, then why? If not, then what makes them different? Read on to find the answers to these questions.

Are workplace inclusion and workplace diversity the same thing?

“Diversity, or the state of being different, isn't the same as inclusion. One is a description of what is, while the other describes a style of interaction essential to effective teams and organizations.” - Bill Crawford

Because inclusion brings employees with differences together into a fused workforce, many start relating it to workplace diversity. While both appear to be the same on the surface, they are distinct in practical terms. Before we proceed to outline the distinction between them, it is important to take a look at what these two concepts stand for.

Workplace diversity refers to the idea of hiring staff members with varied backgrounds and aspects for different designations in a company. Rather than purely emphasizing the merit and talent of an individual, it highlights their race, religion, gender or nationality.

On the other hand, workforce inclusion refers to the concept of fusing all the members of a workforce in a company with one another so that each individual feels a sense of belongingness.

When analyzed carefully, one can easily understand how they differ from one another. Unlike workforce diversity, workforce inclusion focuses more on the action of making employees feel comfortable and safe in the company of other colleagues in an organization. The concept of hiring staff members with differences may sound virtuous on the surface. But it is equally difficult to bring them together under a team. Among other things, it necessitates the implementation of a work culture wherein employees start feeling comfortable and productive while working with one another.

This sense of belongingness and team effort not only helps nurture talents but also retain them in the long run.

How a diverse team generates better outcomes?

“A diverse mix of voices leads to better discussions, decisions, and outcomes for everyone.” - Sundar Pichai

Diversity leads to a rise in the level of tolerance among the members of a workplace. Initially, working in conjunction with a diverse workforce comes across as a challenge to all individuals. But when they come to know that it is indispensable for their success, they do everything they can to bring in harmony. They start looking for ways to reduce friction and encourage cooperation.

Whether it is communication or helping each other with other official responsibilities, a diverse and inclusive workforce makes way for a welcoming atmosphere. With its equal opportunities every individual gets the opportunity to grow and thrive. This encourages employees to compete with one another healthily. When added up together, these lead to better outcomes that exceed expectations.

Actionable ways to promote workplace inclusion

"If you hire only those people you understand, the company will never get people better than you are. Always remember that you often find outstanding people among those you don't particularly like." - Soichiro Honda

• Using inclusive language: Effective communication or the use of language plays an important role in building a bond of inclusiveness among the staff members of an organization. The use of phrases such as “Hey guys”, and “Hi girls” are considered as non-inclusive as they target only a specific group of individuals. There is a long list of other such phrases that are not fit for use in a diverse setting.
• Creating cultural events: This may go across as a little unusual concept. But creating cultural events can lead to fruitful outcomes, especially if the workforce of a company involves people from different nationalities. Activities such as asking them to cook a special dish and share it with others can better acquaint staff members with the food and culture of their colleagues.
• Getting the feedback of the members of the workforce: Regardless of the measures you adopt to integrate the diverse workforce of your company, you need to keep an eye over their effectiveness from time to time. Your best bet to do it is to speak to the members of your workforce individually to get their feedback. With their feedback, you can make positive changes to your approach if required.

Final thoughts

In today’s world, the inclusive work environment is a must-have feature to unlock a company’s true potential. That said, not all companies have it in the desired way. The only way forward for such companies is to work out a well-planned strategy. With this in place, it becomes much easier to create a lasting inclusion even in a widely diverse workforce.