Diversity vs. Inclusion: Understanding the Difference
“Diversity and Inclusion” (D&I) are two terms that, while interconnected, are often lumped together when discussing how to improve work environments for employees. It is important to avoid using these terms interchangeably and recognise their key differences in order to understand their impact on workplace culture. Statistically, workplaces that prioritize both diversity and inclusion have been proven to be more productive, and employees feel happier, safer, and more inclined to be involved in projects. Yet, when one term is prioritized over another, it can create an imbalance that can make an impact on trust between employees and their employers.
What is Diversity?
Diversity focuses on the presence of differences within a group of people. Such differences can include:
Gender
Race and Ethnicity
Sexuality
Physical ability
Age
Religion
Socio-economic status
Educational background
Having a variety of perspectives and experiences on a team allows for a broader scope of skills, talent, and creativity. Diversity recognises employees as human beings with dimensions, and celebrates the layers they bring into a community. Ensuring the presence of these differences is a seemingly easy task – a mere headcount and increase in minority statistics in hiring practices can be enough to make a company look more “diverse” from the outside. However, ensuring diversity means identifying flaws in previous standard practices and working toward change, by unpacking assumptive hiring biases and ensuring equal pay for employees. And, once achieved, this diversity won’t make a difference in the work itself unless it is actively supported and encouraged after the hiring process.
What is Inclusion?
Inclusion takes the foundational blueprints laid out through diversity practice and puts them into action. Inclusion is an organisational effort – it requires active participation by employers to ensure that employees with differences are welcomed, encouraged, and supported in the workplace. There are three core indicators for inclusion in the workplace: equality (making sure each employee has access to the same resources as everyone else), openness (a willingness of employers to discuss flaws and concerns in workplace culture), and belonging (fostering a workplace where employees feel valued and comfortable, despite any differences). These practices foster a workplace where employees feel comfortable communicating their worries and concerns that may otherwise be overlooked. In fact, recently many companies have taken the initiative to switch around “D&I” to “I&D” in order to place more emphasis on “Inclusion”. There are no set steps on how to create inclusive workplaces, but rather each individual organisation should listen to their employees and strategise accordingly. For example, for physically disabled employees, an office space should be as accessible as possible, with easy access to lifts for wheelchair users or flexibility to work from home when needed. There also needs to be inclusion in larger elements of the company, such as ensuring that there is representation within the decision-making process. It can be difficult to enact these changes, particularly when it comes to personal bias and changing practices that have been deeply ingrained in previous company culture, but the effort will be rewarded.
How are they interconnected in the workplace?
Diversity without inclusion can result in a more toxic work environment, making employees feel as though they are being used for statistics rather than for their range of abilities and experiences. Inclusion without diversity results in homogenous teams that can be stagnant and uncreative, lacking the variety of perspectives that enhance a company’s productivity and innovation. While it is important to take steps toward diversity in practice (such as hiring employees from a variety of backgrounds), the company won’t truly be “more diverse” until those employees are comfortable enough to engage in the workplace.
Why is it important to bring diversity and inclusion into the workplace?
Leaders in business ethics have long recognised the importance of a diverse and inclusive workplace. A Garner study predicts that throughout 2022, 75% of organisations with “frontline decision-making teams reflecting a diverse and inclusive culture” will exceed their financial targets. Further, gender-diverse and inclusive teams outperformed their more homogenous competitors by 50% on average. It’s been proven that progressive attitudes in the workplace impact employee morale and productivity – but it's important to start from the root and work to truly understand the core elements of diversity and inclusion.
Bottom Line
Diversity without inclusion is fruitless, and vice versa. What steps have you taken to be actively and intentionally inclusive in your workplace? How do you consistently demonstrate that you are taking these steps? Ensuring a quality and active I&D policy may not be easy – it takes honesty, consistency, and vulnurability. Employers must make themselves open to feedback, and evaluate this feedback in order to take action. Appreciating and encouraging differences will lead to a stronger and more creative workforce.
