00:00:08
These are all now widely used words in the workplace.
00:00:13
the Black Lives Matter movement,
00:00:15
as well as several feminist movements,
00:00:17
pushed companies to take an even stronger stance on the issue.
00:00:21
We are seeing the emergence of numerous positions with
00:00:24
the title diversity and inclusion Manager in organizations,
00:00:29
but what exactly are diversity and inclusion?
00:00:32
The first difficulty we face in talking about diversity and inclusion
00:00:35
is that in Europe we don't even know what it means,
00:00:39
says Caroline Chavier,
00:00:40
CEO of the recruitment firm The Alliance.
00:00:43
The expert also gave an answer.
00:00:45
Diversity is about ensuring that I have people in my company who are diverse.
00:00:49
Inclusion is about making sure that these diverse people are able
00:00:54
to reach their full potential and be successful within the company.
00:00:59
Diversity is about people.
00:01:01
Each person is naturally diverse and unique in terms of their qualities,
00:01:05
and experiences,
00:01:07
both life and work experiences.
00:01:11
we also share certain qualities with other individuals and groups.
00:01:16
I could share the same skin color or sex as you,
00:01:19
have the same education as you,
00:01:21
come from the same country,
00:01:23
have the same sexual affinity,
00:01:25
and share the same religion.
00:01:27
And for those reasons,
00:01:29
often unconscious reasons,
00:01:30
I feel comfortable around you.
00:01:33
In the same way,
00:01:34
individuals will also sense the differences they have with each other.
00:01:38
You are an introvert.
00:01:40
I am an extrovert.
00:01:41
There is a huge age gap between us.
00:01:44
We are not of the same hierarchical level.
00:01:47
You don't speak our language well,
00:01:49
you have a handicap.
00:01:51
Because differences are scary,
00:01:53
or at least make communication and cooperation more challenging,
00:01:58
we tend to get closer to those who are most like us,
00:02:02
to recruit them more easily,
00:02:04
to accommodate them better,
00:02:05
to listen to them more.
00:02:08
And then we suddenly discover that our organization lacks diversity,
00:02:12
and that is also hurting its success.
00:02:15
Lack of gender diversity,
00:02:17
where are the women when you get to the top of the organization?
00:02:20
Lack of disability diversity,
00:02:22
are they recruited,
00:02:25
Lack of diversity in terms of origin,
00:02:29
sexual orientation.
00:02:31
With this observation coming to light,
00:02:33
things are beginning to change.
00:02:38
quotas and charters
00:02:40
continue to develop diversity in organizations.
00:02:43
Recruitment is gradually opening up,
00:02:46
but this is not enough.
00:02:48
Diversity managers are now adding inclusion to their title.
00:02:52
They are now responsible for diversity
00:02:56
This is because you can demonstrate a lot of diversity
00:03:00
without minorities feeling included,
00:03:02
or even without individuals in the
00:03:05
organization daring to express their uniqueness,
00:03:08
which is what makes diversity so beneficial.
00:03:11
An organization that only promotes diversity without inclusion
00:03:15
risks relying on numbers to prove it's open.
00:03:18
It seeks to meet quotas in order to avoid penalties.
00:03:23
it is possible to have a diverse population.
00:03:26
And still have a lot of exclusion or
00:03:28
employees not daring to express their uniqueness.
00:03:32
Hence the rise of the inclusion concept,
00:03:35
a concept that goes beyond integration.
00:03:38
Integration asks those who are different and in
00:03:40
the minority to adapt to the majority.
00:03:43
The effort is mostly on their end.
00:03:46
both the organization and the individuals within it open up to difference.
00:03:51
The effort is shared by all.
00:03:53
Verna Meyers gives an interesting definition on
00:03:55
the differences between diversity and inclusion.
00:03:58
Diversity is about being invited to the party,
00:04:01
whereas inclusion is being invited to dance at the party.
00:04:05
Humans who feel included in the organization stand up,
00:04:09
and start dancing instead of being
00:04:11
seated spectators holding back their expression.
00:04:15
Inclusion is the business of everyone in the community.
00:04:18
Inclusion promotes equity.
00:04:21
respects and accepts the values of difference.
00:04:24
It invites everyone to participate in the dance.
00:04:28
Inclusion accepts differences and rejects discrimination.
00:04:32
Every employee in an inclusive organizations feels
00:04:35
that they're in the right place.
00:04:38
And each employee feels that his or her uniqueness is a gift to all.
00:04:42
My uniqueness is valued.
00:04:44
The feeling of inclusion is,
00:04:47
completely subjective.
00:04:48
It is indeed an individual feeling based on 4 impressions.
00:04:53
I feel welcomed,
00:04:54
I feel integrated,
00:04:57
I feel connected.
00:04:59
An organization becomes inclusive because it
00:05:01
upholds inclusive values and behaviors.
00:05:04
They're accepted and upheld by its employees.
00:05:07
It's everyone's business,
00:05:08
diversity and inclusion,
00:05:10
inclusion and diversity,
00:05:13
two concepts that go together and force us to rethink
00:05:17
how we live together.
00:05:19
So what is an organization's responsibility?
00:05:21
What is the role of the individual?
00:05:24
How can I as an individual work towards the inclusion of my colleagues?
00:05:29
And how can I take responsibility for my own inclusion
00:05:33
by making my uniqueness and differences a gift for all?
00:05:37
Find out the answer in the next videos.
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