While Diversity brings different kinds of people together on one team, and Equity promotes fair access to opportunity, Inclusion encourages interactivity and camaraderie in the team.
Understand that Inclusion is not a natural consequence of Diversity. An organization can spend $100 million getting a diverse collection of people in the door and never change the environment they walk into. Diversity and Equity without Inclusion is a waste of time, money, and effort—all three must work together to realize peak performance, superior satisfaction, and trusting teamwork.
In sports, Inclusion is about finding ways to get everyone on the team actually playing in the game. In the workplace, Inclusion means getting every employee making meaningful contributions to their department.
This does not just mean getting people to meetings or completing tasks. It goes further than that. Inclusion is more about inviting people to feel they are valued and welcome on the team, in the department, and at the organization. It also means making sure everyone, particularly those who might see themselves as "outsiders" or "not like the others," has the same opportunity to contribute, grow, and develop regardless of their identity.
Find Ways to Create Camaraderie
As stated earlier, while Diversity brings different kinds of people together on one team, and Equity promotes fair access to opportunity, Inclusion encourages interactivity and camaraderie in the team.
At work, implement processes to allow all employees to get involved with team projects, volunteer opportunities, and everyday tasks. No one should feel stigmatized, marginalized, or isolated at work. Everyone should feel like they are part of a team, because people who feel included and valued are more confident and competent in their work. Additionally, people who feel included display greater commitment, loyalty, and satisfaction. All combined, feeling a sense of belonging makes the workplace a great place to be.
Consider these questions to find ways to be more inclusive of others:
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Do I try to make others comfortable in settings that might be unfamiliar to them?
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Do I invite people with "stigmatized" or "marginalized" identities to join groups, meetings, lunches?
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Do I support these individuals when others do not?
So Many Ways We Are Different
We've spent most of this course exploring Diversity in the context of protected classes, because they are the things that get us in trouble with Human Resources and the law. But understand that there are many more ways that we are different that still can lead to a sense of exclusion or isolation.
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Personality style.
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Assertiveness level.
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Values (family, marital, environmental).
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Energy level.
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Eating habits (vegan, vegetarian, kosher).
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Likes and dislikes.
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Education and knowledge.
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Goals and ambition.
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Political views.
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Appearance.
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Lifestyle (bookish, sporty).
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Job titles.
There are so many ways we are different, and it creates myriad opportunities to categorize, exclude, or isolate. Fight the urge to categorize or separate. Find the ways you are similar to others, whether it is favorite foods, design styles, or sporting preferences. Find ways to harmonize, not categorize.
Consider these questions to determine if you are creating a sense of belonging or exclusion:
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How many times have you thought or said something that could be hurtful to someone based on one of the items listed above?
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Was it said to hurt them or to be funny?
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Did saying it improve or worsen your relationship with that person?
In the next lesson, we'll discuss your DEIQ.
