From Diversity to Inclusion - the evolution in the workplace
Joanne Conway BSc MSc
Global Head of Inclusion & Culture @ DLA Piper | Ex EY | Keynote Speaker | Strategic DE&I Advisor | Scholar Practioner | Doctoral student @ Cranfield | Board member | University Lecturer | DE&I Consultant
The history of inclusion within the DE&I agenda
Since the 1990s there has been a rise in research on the topic of diversity (Thomas, 1990 ; Kandola & Fullerton, 1994 ; Kelly & Dobbin, 1998). It is only since 2010 that the language and focus has extended from diversity and equality to include inclusion (Oswick & Noon, 2014).? This important shift from diversity only which centres around individual characteristics? to the organisational culture, recognised the importance of creating an environment for diversity to thrive.? In line with Sabharwal,? 2014 I agree that diversity management is not enough to create meaningful culture change in organisations, there must be a greater focus on inclusion, which is why this will be form an important part of my research.?
For example, a study by Stevens et al, 2018 introduced the term “all-inclusive? multiculturalism” (AIM), they emphasise that diversity includes all employees, both minorities and nonminority’s alike.? This approach recognises and acknowledges difference, while recognising the important role nonminority’s play in advancing DE&I efforts.
In line with Shore et al (2011) and Shore et al (2018) which builds on the work of Brewer, 1991 my research supports the approach that inclusion is based on the satisfaction of belongingness (e.g., insider, decision making participation, information sharing and their uniqueness (e.g., welcomes different approaches, respects all cultural perspectives).?
Why belonging?
The power of belonging is backed by a great amount of research, and its impact is beginning to be more widely noticed and measured. One of the most compelling research pieces shows that we are genetically motivated towards connection and belonging - it’s how we survive and thrive. According to Greg Walton, a psychologist at Stanford University, actions taken to mitigate threats to a sense of belonging help minorities significantly reduce stress levels, consequently improving physical health, emotional wellbeing, and performance.
He also found that the sense of not belonging is widespread, yet few people openly express that feeling. People often think they are the only ones who feel that they don’t fit in but, in reality, it’s a very common feeling. Therefore, creating a wide sense of belonging can become a competitive advantage for any company and help create diversity and inclusion.
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Companies can create a sense of belonging in different ways. Language is an important tool – belonging can be fostered by using the word ‘our’ – our team or our work. Asking for people’s opinions and contributions in meetings and everyday work is another important way. And storytelling is another important tool – when employees share their stories, it can increase trust in colleagues and the values of the company.
The benefits of leader inclusion are well documented.? When employees experience inclusive leadership, they are more likely to speak up, to contribute to decision making, to offer new ideas and perspectives (Shore & Chung, 2022)
What can you do?
It takes all of us to create a sense of belonging. Even the smallest action can go a long way towards making someone feel connected, valued and understood.?
Diversity, Inclusion and Belonging specialist
7 个月Thank you for sharing this - I first heard the term inclusion in 1990 at a talk in Leeds given by the amazing Geraldine Bown. At that time the word diversity was not being used much either but Geraldine’s talk was all about treating people as individuals,avoiding labels and stereotypes and the need for managers to really understand their team to enable employees to be their best. Geraldine worked with many organisations supporting D&I efforts and I had the pleasure of working with her many times. In an era before social media,LinkedIn etc she was known only to those who worked with her. She was way ahead in terms of her thinking and sparked my own interest in EDI.
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7 个月I’d add….. try to make sure that their are cultural differences in your office- even if that means training and recruiting for them. Culturally Deaf people don’t tend to be well represented in professional life - purely because of failures in the recruitment process It might make you uncomfortable to interact with a Deaf Signer…. But all difference is good in the long run, because after a while it’s not ‘different’ it’s the new normal Only their absence makes them different…. If you want more information, drop me a line, read some of my articles or look at my bio. ??
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7 个月Thanks for sharing. It’s been interesting to see the conversation and language evolve since 2010 especially with the Equality Act and prior to that. I would say conversations around inclusion before 2010 tended to focus on for example how we make buildings and public spaces more inclusive of the different needs of users. Definitely greater awareness and emphasis now to then.
?? I help companies to improve employee wellbeing & engagement, through food and wellbeing experiences ??♀?
7 个月This is great to read and such a wonderful snippet in the quote above.
Thanks Joanne I’d add, shift mindset from “treat people how I’d like to be treated” to “treat people how they want to be treated” and the need to keep thinking fluid (what may be considered a social norm in the present may well be accepted as horrific in 10 years).