Building success through diversity and inclusivity

The evolution of societies has translated to an increased presence of varying individuals occupying similar residence. This unified presence attempts to challenge the long-standing stigmas incepted by society, embracing diversity.

Understanding literary differences

Diversity and inclusion trudge the same territory when it comes to accommodating differences. However, these terms are far from interchangeable. Diversity is about the equal representation of groups in a society. Neither does it define the importance of their presence, nor does it elaborate on the importance of their rights.

Inclusivity, on the other hand, talks about how the presence and perspectives of these groups are valued. A society prioritizing inclusivity will always have a better living environment since every group will be valued while making decisions. A society where people belonging to many sexual orientations, races, castes, etc. are present but, the views of only the majority are prioritized, that place might be diverse but not inclusive.

Inclusivity and diversity in workplaces

As mentioned, diversity would be the equal number of member-divide in society whereas inclusivity would be fostering these diverse ideologies. For example, a company might have equal number of men and women in their workplace, this is diversity. The company will become inclusive only when there are equal number of men and women in the board of directors and their arguments are weighed equally.

According to Deloitte, diverse companies enjoy 2.3 times higher cash flow per employee. While inclusivity and diversity in companies have long-ranging benefits, their implementation in workplaces has derived skepticism from several employees. According to Garner, only 40 percent of employees agree that their company manages to foster an inclusive working environment.  

Issues with absence and implementation of diversity and inclusivity

Workplaces are known to struggle to maintain a balance between fostering a level-playing field. Most of these differences arise in the case of gender. This lack of equality further enhances stigmas related to women not eligible enough for work and serves as a catalyst for sentences like “sleeping their way to the top”. Inclusivity is necessary for society to address these issues and abandon their orthodox ideologies.

According to Harver, aforementioned, are some of the trials encountered in attempts to increase diversity. (Ranked by scale)

One of the biggest problems is the sense of companies thinking that their corporation is sufficiently diverse. This ranges drastically. For some companies 10, percent of employees being “unconventional” or different from their native employees might be diverse while for others achieving a 50-50 divide of distinguished and native employees seems attractive.

A diverse future

Diversity and inclusivity are painstakingly hard to determine. Companies might not present their data in the right way or may sometimes lie about their workplaces ethics only to attract employment and incentives from various organizations. Research companies may use diversity as a tool to attract from funding whereas, big corporations may use false statistics in their advertisements to sell more products.

Diversity and inclusivity require a data-driven approach which can help people understand realistic workplace environments. A capitalist sentiment should be adopted to attempt the sale of diversity in workplaces. If corporations are educated on how diversity can make their companies cash flow positive, they might end up swallowing this crucial pill.

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