How can we make achieving diversity and inclusion less challenging?

“Potato, potahto, tomato, tomahto” argued Louis Armstrong and Ella Fitzgerald, “Let’s call the whole thing off!”.?

Organisations must embrace diversity and inclusion if they want to stay in business.?There is no luxury of hiding heads in the sand or retreating to a place of familiarity, giving the increased scrutiny and reporting on diversity targets.?Closing the gap is not just right in terms of ethics, but it is also the right action in terms of profitability, given higher innovation revenues, profit margins and more sustainable growth. ?

The board and management are responsible for creating the right environment to foster diversity and inclusion.??Yet Louis and Ella remind us of how issues like accents, pronunciations, clothes, food can accentuate differences. ?Is it "elevator" or "lift", "taxi or cab"? Talk less of differences in age, gender, race, religion, abilities, socio economic status, education, political leanings….. and the list goes.

Though children are born not noticing race or gender, as we grow up, we tend to choose friends who are “like us”.?“Like us” not necessarily from a physical point of view, but people who think and respond in similar ways.?When this is applied to the workplace, one begins to understand why inclusion may not come naturally.

Growing up in Nigeria, with 250 ethnic groups, 500 languages and multiple religions, I am acutely aware that it takes a particular mindset and effort to be comfortable with difference.?Being educated in different countries and travelling around the world to live and work has helped in my case, but I realise I am fortunate.

How can organisations and leaders help embrace diversity?

Here are a few pointers …..

• Awareness without action means nothing - recognize personal, cultural and systemic issues and tackle them.?This may include setting and reporting on diversity targets, recognizing that this is a journey that may take time so quality is not sacrificed in the quest to meet numbers.
• Celebrate cultural strengths while identifying - and being clear about what must be fixed.?Celebrating different religious festivals helps foster inclusivity.
• Acceptable values and behaviors should be agreed, documented and consistently communicated and applied.?Where required, carry out anti-bias to increase understanding of the issues.
• What leaders do matters far more than what they say. It could be as simple as ensuring that when the leader walks into a crowded room, a deliberate effort is made to speak to as many people as possible, not just the favoured few
• Finally, keep at it, despite the challenges

Ella and Louis teach us about the rewards of persistence……?

“You like potato and I like potahto

You like tomato and I like tomahto

Potato, potahto, tomato, tomahto!

Let's call the whole thing off!

But oh! If we call the whole thing off

Then we must part

And oh! If we ever part

Then that might break my heart!”

While creating an inclusive organisation may have its challenges, the positive effects on brand reputation, customers and employees cannot be overstated.?

How have you created an inclusive environment in your organisation?