Practices to Support Diversity and Inclusion in Workplace

With the powerful advent of Diversity and Inclusion into workplace practices, there is a need to define and understand what each of these terms really mean. In most corporates, these two terms, diversity and inclusion are often used interchangeably. Diversity is defined as a range of many people or things that very different from one another. In a way, diversity is the synonym of variety. On the other hand, inclusion is the act of including someone or something. It is making someone/something as a part of something.

Understanding Diversity

Diversity has been a significant cultural and behavioral aspect of corporate practice for several decades. It encompasses the presence of individuals from various backgrounds, each with different characteristics such as gender, age, race, ethnicity, culture, religion, sexual orientation, ability, and more. A diverse workplace benefits from a variety of perspectives and ideas, promoting innovation and problem-solving. However, diversity also brings challenges, particularly around biases and stereotypes. To address these, many organizations offer diversity training to foster a culture of tolerance, inclusion, and acceptance.

Challenges of Diversity

While accepted as a hugely constructive and valuable practice, diversity does pose significant challenges, especially in the form of biases and stereotypes which are difficult to eliminate. In order to obtain the full benefit of Diversity and Inclusion practices, companies offer diversity training and sensitization skilling to promote tolerance and develop inclusion and acceptance of differences. Cultural awareness and sensitivity training are two common general components in a diversity training program.

Diversity and Inclusion in Workplace

The Three-Dimensional Model of Diversity

While devising diversity agenda for an organization, it is recommended to look at the three-dimensional model which includes – primary, secondary and tertiary layers of diversity or should I say identity.

Primary Layer

The first layer or primary layer consists of facets such as gender, generation, race, ethnicity, sexual orientation and ability.

Secondary Layer

The secondary layer or the second layer is the demographic layer. It includes item like geographic location, income, education, marital status, parental status, religion, languages known, value systems, personalities, work experience, spiritual beliefs, political views, appearance, entertainment behavior and media habits.

Tertiary Layer

And, the tertiary or the third layer is the organizational dimension which includes functional level, management status, seniority, work location, department and industry body affiliation. Your diversity agenda should include these three layers to make the most out of differences.

The Role of Leadership in Promoting Inclusion

Leaders play a critical role in fostering an inclusive environment. While diversity brings valuable differences, it can also create divisions if not managed well. Leaders must ensure that all voices are heard, and that attention is not monopolized by a few. Effective leadership involves promoting open communication and collaboration, recognizing diverse contributions, and creating an environment where everyone feels valued and included.

Leveraging Work Style Differences

Every individual has unique work styles, shaped by their experiences and preferences. Leaders can enhance team performance by recognizing and leveraging these differences. By appreciating the values and strengths of different work styles, leaders can foster a more productive and innovative workplace. Ensuring diverse work styles are represented in every project encourages creativity, growth, and sustainability.