To be precise, diversity is the presence of difference. It is something that can be easily noticed, measured, tracked, and recorded. It is a range of people and things that vary from each other. It is used to denote the many differences such as religion, age, ability, gender, ethnicity, culture etc. that describe the people in the workplace. To be precise, diversity denotes difference among people who work together.
Whereas, inclusion is termed as the act of including someone. It is making someone a part of something bigger. It is easier to comprehend the meaning of inclusion by understanding the opposite of it. Exclusion is the act of not allowing someone or something to take part in an activity or to enter a place. Thus, inclusion in workplace is about adding people to the workplace and making sure that they feel valued and respected and are not neglected.
While designing or looking for a diversity and inclusion course for your employee, it is important to note that the course contains the following:
Why diversity and inclusion are important to the organizations
About Diversity and Inclusion: This is an introductory module where our main should be to familiarize our participants (or employees) with concepts like diversity, inclusion and its relevance in workplace today. This can take off by understanding why diversity and inclusion are important to the organizations today and can be further build upon by adding facts and figures for diversity categories and the challenges faced by firms in being inclusive of all the diversity elements
Neuroscience of Diversity: The next step should focus on the cognitive process such as social categorization which talks about what we see, how we react to our social environment. It helps in understanding your own and others’ perceptions and reaction to difference and variety. A cherry on the top for this module will be if we can incorporate some conceptual tools and data to analyse the reactions in social interactions in the workplace
Firm Application of Diversity & Inclusion: After understanding the neuroscience of diversity and inclusion, the next step is to take that understanding to a firm level setting and explore the processes that we encounter in organizations. The focus of this module should be all about mobilizing the disruptive forces of diversity by building on the self-understanding of the earlier concepts. This module should give the participants an insight on challenges of implementing inclusion in workplaces and ways to apply cognitive methods to build a diversity and inclusion case.
Diversity and Inclusion Worldwide: One can also go ahead in adding the diversity and inclusion practices that is happening around the globe. It helps not only in getting inspired to follow some of those practices/initiatives but also gives a ground for the participants to think out of the box. The focus here will be to be informed about the best practices around the globe and be more mindful while implementing some of those initiatives in one’s organizations.
If you are someone to conduct a Diversity and Inclusion talk at your organization or are looking for consultants who can help you in kick-starting your diversity and inclusion initiative, you may want to visit Strengthscape’s website. They have worked a lot in the space of Diversity and Inclusion along with the subject matter experts.