Diversity ≠ Inclusivity 

 

We are reminded daily...or even more often...of the need to be diverse and inclusive. Many assume that they are synonymous, but they are very different. As a leader, it is important to understand the subtle differences as there can be a significant impact on your work environment by misconstruing their meaning. 

Diversity refers to the practice of employing a wide range of people and backgrounds that reflects the ever-broadening nature of our society. It does not insist that you should have quotas as it relates to gender, ethnicity, race or religion. Rather it suggests that in your staffing policies you should look outside of traditional hiring practices to ensure that you introduce yourself to a wider candidate pool and, by extension, introduce a wider candidate pool to you. By having a diverse experiential component to your team, you are better able to capture opportunities for growth that are outside that which has been your mainstream audience. 

Inclusiveness is also directed at accepting many different types of people and treating them equally and fairly. The concept is not dissimilar that that outlined above, but that is where the comparisons end. 

Where diversity focuses on a wide range of people, it does so with a unity of purpose; with an acknowledged set of facts and truth; and with an understanding that individuals are treated equally if not always fairly. (See my post from January 11, 2015 for reference) 

Inclusiveness has a quite contrary view. Truth is subjective and fluid. Personal objectives are more important than unity of purpose. And the understanding of equality and fairness is open to the interpretation of the individual, not society.  

Diversity is about the collective; inclusiveness is about self. 

Based on this understanding, it should be clear of the advantages associated with the pursuit of a diverse workforce and the risks of building an inclusive workplace.  

The harmony and productivity you seek to build will not be achieved if there is a component of your team that prioritizes personal objectives above those of the team. Likewise, you will be less successful if you do not pursue a more diverse group that brings different perspectives built on the same truths and purposes. 

Our societies are becoming more complex and diverse. Get the people you need to meet the emerging challenges by opening your company to the potential that diversity brings.