Diversity and Inclusion, what are they all about? Tutorial

Curious about how diversity and inclusion can transform the workplace? In "Diversity and Inclusion, What Are They All About?", discover the crucial differences between these concepts with insights from experts. Explore how diversity goes beyond numbers and why inclusion is essential for a thriving organizational culture. Join us and learn how each individual can foster an inclusive environment that celebrates uniqueness and collaboration!

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discrimination,

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diversity,

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inclusion.

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These are all now widely used words in the workplace.

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In 2020,

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the Black Lives Matter movement,

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as well as several feminist movements,

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pushed companies to take an even stronger stance on the issue.

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We are seeing the emergence of numerous positions with

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the title diversity and inclusion Manager in organizations,

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but what exactly are diversity and inclusion?

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The first difficulty we face in talking about diversity and inclusion

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is that in Europe we don't even know what it means,

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says Caroline Chavier,

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CEO of the recruitment firm The Alliance.

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The expert also gave an answer.

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Diversity is about ensuring that I have people in my company who are diverse.

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Inclusion is about making sure that these diverse people are able

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to reach their full potential and be successful within the company.

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Diversity is about people.

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Each person is naturally diverse and unique in terms of their qualities,

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knowledge,

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and experiences,

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both life and work experiences.

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However,

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as individuals,

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we also share certain qualities with other individuals and groups.

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For example,

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I could share the same skin color or sex as you,

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have the same education as you,

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come from the same country,

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have the same sexual affinity,

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and share the same religion.

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And for those reasons,

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often unconscious reasons,

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I feel comfortable around you.

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In the same way,

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individuals will also sense the differences they have with each other.

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You are an introvert.

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Well,

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I am an extrovert.

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There is a huge age gap between us.

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We are not of the same hierarchical level.

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You don't speak our language well,

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you have a handicap.

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Because differences are scary,

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or at least make communication and cooperation more challenging,

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we tend to get closer to those who are most like us,

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to recruit them more easily,

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to accommodate them better,

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to listen to them more.

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And then we suddenly discover that our organization lacks diversity,

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and that is also hurting its success.

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Lack of gender diversity,

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where are the women when you get to the top of the organization?

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Lack of disability diversity,

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are they recruited,

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accepted?

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Lack of diversity in terms of origin,

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skin color,

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generations,

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sexual orientation.

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With this observation coming to light,

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things are beginning to change.

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Studies,

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laws,

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regulations,

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quotas and charters

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continue to develop diversity in organizations.

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Recruitment is gradually opening up,

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but this is not enough.

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Diversity managers are now adding inclusion to their title.

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They are now responsible for diversity

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and inclusion.

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This is because you can demonstrate a lot of diversity

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without minorities feeling included,

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or even without individuals in the

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organization daring to express their uniqueness,

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which is what makes diversity so beneficial.

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An organization that only promotes diversity without inclusion

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risks relying on numbers to prove it's open.

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It seeks to meet quotas in order to avoid penalties.

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Unfortunately,

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it is possible to have a diverse population.

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And still have a lot of exclusion or

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employees not daring to express their uniqueness.

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Hence the rise of the inclusion concept,

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a concept that goes beyond integration.

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Integration asks those who are different and in

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the minority to adapt to the majority.

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The effort is mostly on their end.

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With inclusion,

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both the organization and the individuals within it open up to difference.

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The effort is shared by all.

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Verna Meyers gives an interesting definition on

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the differences between diversity and inclusion.

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Diversity is about being invited to the party,

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whereas inclusion is being invited to dance at the party.

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Humans who feel included in the organization stand up,

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participate,

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and start dancing instead of being

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seated spectators holding back their expression.

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Inclusion is the business of everyone in the community.

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Inclusion promotes equity.

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It celebrates,

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respects and accepts the values of difference.

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It invites everyone to participate in the dance.

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Inclusion accepts differences and rejects discrimination.

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Every employee in an inclusive organizations feels

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that they're in the right place.

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I belong.

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And each employee feels that his or her uniqueness is a gift to all.

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My uniqueness is valued.

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The feeling of inclusion is,

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of course,

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completely subjective.

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It is indeed an individual feeling based on 4 impressions.

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I feel welcomed,

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I feel integrated,

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I feel valued,

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I feel connected.

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An organization becomes inclusive because it

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upholds inclusive values and behaviors.

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They're accepted and upheld by its employees.

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It's everyone's business,

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diversity and inclusion,

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inclusion and diversity,

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two concepts that go together and force us to rethink

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how we live together.

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So what is an organization's responsibility?

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What is the role of the individual?

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How can I as an individual work towards the inclusion of my colleagues?

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And how can I take responsibility for my own inclusion

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by making my uniqueness and differences a gift for all?

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Find out the answer in the next videos.

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