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Is There a Difference Between Diversity and Inclusion?

 

….And Do We Really Need Both?

Diversity and inclusion are two of the most popular buzzwords in HR today. But, let’s be honest. How many of us have truly spent the time to break each of these down and what they mean? Do we know the difference between the two? Plus, if they aren’t the same thing, do we really need both?

We’re breaking down Diversity and Inclusion and what these two mean for our businesses

  • Definition of Diversity and Inclusion
  • The Difference Between Diversity and Inclusion
  • Why Diversity Matters
  • Why Inclusion Matters
  • The Case for Both Diversity and Inclusion

Defining D&I:

First, let’s get our definitions straight with Merriam-Webster:

Diversity:

The condition of having or being composed of differing elements. Try thinking of diversity outside of human resources. Really, it’s just adding variety to something. You could have a diverse palate by enjoying foods from different cultures, or a diverse wardrobe that contains all the colors of the rainbow.

Inclusion:

The act of including; the state of being included. For inclusion, maybe it’s helpful to think in terms of membership of a group or club. All the members actively decide to include someone on the outside. This is the act of inclusion.

The Difference Between Diversity and Inclusion

There’s a well-known quote by D&I expert, Vernā Myers, that puts it perfectly, ”Diversity is being invited to the party. Inclusion is being asked to dance.”. Diversity is great because it brings more ideas and perspectives to the table. Inclusion complements diversity by embracing those differences and finding ways to make every perspective feel welcomed and every voice heard.

Diversity Matters

Did you know that more CEOs in America are named David than are women? That’s powerful stuff when you think about the impact on these businesses’ bottom line. In “Diversity Matters” by McKinsey, they surveyed 366 businesses in Canada, Latin America, the U.S., and the U.K. to find out the effect of diversity on financial returns. The findings were significant: Companies in the top for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians, and companies in the top for gender diversity are 15 percent more likely to have higher returns.

Making your workplace more diverse isn’t guaranteed to be easy, but it’s definitely worth it.

Inclusion Matters

Diversity isn’t the only initiative producing high returns. In fact, in a study by Deloitte Australia, reported that when employees felt included, companies saw an 80% uptick in business performance. If this isn’t a case for inclusion, we don’t know what is! Employees who experience inclusion are more motivated to work harder, making a huge impact on the business.

You Need Both Diversity and Inclusion

So what good is a party without a little dancing, right? Diversity and inclusion go hand in hand in building a stronger workplace. Bringing in a ton of new perspectives and ideas is the first step. However, if employees don’t feel comfortable voicing these opinions, it’s a moot point. On the other hand, with nothing but a homogenous group, inclusion loses its power. That’s why diversity and inclusion are two sides of the same token. We have to seek out a diverse workplace. Then, we have to work to make each employee feel included and respected.

We’ve come a long way, but we still have a long road ahead of us. What are some ways your business is making a difference for D&I?

the ultimate guide to a better workplace

Making a Difference for Diversity and Inclusion

The news of Charlottesville has shaken most of us to our core. As a result, it can be easy to lose sight of the efforts we’ve made for diversity and inclusion.

diversity and inclusion

The following stories do not take away from the effects of Charlottesville and the battle we must continue to fight. However, we think it’s important to also recognize the good. There are companies in the U.S. who are taking a stand and making a difference. They are creating a safe, fulfilling, and supportive environment for employees of underrepresented communities.

Here are companies making a difference for diversity in 2017. Oh, and best of all, they all happen to be PerkSpot clients.

Humana:

Leading the charge, Humana focuses on the well-being of their associates through the Executive Inclusion & Diversity Council, led by their President and CEO, Bruce Broussard, and various Network Resource Groups that provide business outreach and professional development. In turn, their goal is to make Humana associates passionate about I&D in order to better serve their communities and help them to achieve their best health.

“Humana serves millions of members, and each of them is unique … By reflecting that diversity in our associate population, we can meet our members where they are on their health journeys and better understand their needs. Our associates’ vast variety of backgrounds, perspectives and beliefs makes us a stronger, more nimble and more empathetic company.” – Bruce Broussard, CEO

Abbott:

Voted number 10 on DiversityInc’s Top 50 most diverse companies list, Abbott is leading the charge for diversity. Women and people of color make up almost 50% of their corporate board of directors. In fact, as a whole women make up an impressive 47% of management. With cross-cultural mentors and corporate diversity goals, diversity is a top priority for Abbott.

“Diversity is a strength, period. It takes diversity of gender, ethnicity, and background to drive the diversity of ideas that we need to succeed. We do business in more than 150 countries; to understand and serve a rich and varied world, a broad range of perspectives isn’t an option — it’s essential.” – Miles D. White, Chairman and CEO

AbbVie:

In 2017, AbbVie launched a new Diversity & Inclusion Committee, aimed at offering their employees “the tools, training and experiences they need to reach their potential.” AbbVie also created Employee Resource Groups (ERGs), that bring employees together who share a common interest while focusing on mentoring, networking, and professional development.

“Developing and bringing innovative, life-saving medicines to patients requires diverse thought and approaches. Bringing together experts from diverse backgrounds and thought is crucial to our ability to deliver today and into the future.” – Richard A. Gonzalez, Chairman and CEO

We are inundated with  story after story on the news of tragedy and hate. However, we hope these stories will inspire you and your company to flip the script.

Transparency, Inclusion & The Executive Team

transparency inclusion executive team

Right after college, I stepped into a role at an international company with thousands of employees. Given the size of the company and its various locations, there was a major divide between the executives and the entry-level employees like myself. In fact, the CEO was someone I had only seen from a distance in a boardroom with other executives.

Coming to PerkSpot, the interaction between the executive team and other employees is drastically different than what I had previously experienced. Transparency is a value we promote and work to make a part of our culture and it was evident from day one. At PerkSpot the CEO is no longer this distant figure, but someone who knows each of us on a personal level. The Executive team is not a group that spends time in secret meetings behind closed doors, but who gathers input from employees in order to make informed and inclusive high-level decisions. Transparency is part of our everyday life here, and it makes all the difference.

After experiencing the difference transparency makes, I know firsthand how important it can be. But, this isn’t unique to my personal experiences. In a 2014 report by the American Psychological Association, one out of three employees stated that their employer was not always honest and truthful with them. The need for transparency is obvious.

Here are a few reasons why transparency should become a part of every culture:

Transparency Solves Problems

Whether your company is undergoing a major change or looking to improve performance, transparency can help you solve problems faster. Transparency around the issues you face help employees learn to trust their leadership and gain ownership in solving problems. Forming a more inclusive culture brings a fresh approach and a new set of eyes. Therefore, leaders solve the problem faster than if they had just kept the facts among executives.

Transparency Makes Things Personal

Nothing brings people closer together than solving problems. As the world becomes more interconnected through digital media, this is becoming increasingly more important. Employees want leaders who will connect with them beyond the professional and into the personal.  By providing opportunities for executives to interact with other members of the organization, relationships can form authentically.

Transparency Improves Culture

A 2016 survey of more than 1,200 employees, managers and executives discussed a major chasm in company culture. It discovered the more seniority a person has in an organization, the more positively they viewed company culture. This proves how vital it is that the various levels within the organization are interacting. It’s important not only to uncover any negative feelings the employees may be harboring, but to also reveal the positive outlooks senior management may have due to a greater access of information.

As Generation Z enters the workforce this year, transparency is becoming all the more important. Whether you’re the CEO, a manager, or an intern, find ways to be more transparent about the problems you’re facing.

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