We use cookies to personalise content and ads, to provide social media features and to analyse our traffic.
We also share information about your use of our site with our social media,
advertising and analytics partners who may combine it with other information that you’ve provided to them or that they’ve collected from your use of their services.
Human Resources
13 August 2021 - 3 min read
The terms diversity and inclusion have often been used interchangeably over the years, but what many people don’t realise is that, while similar, they actually have two entirely different definitions.
To give you some insight into these concepts and what they mean, below we set the record straight on what each one represents and how they work together to create better, more balanced working environments.
By definition, diversity at work refers to a workforce consisting of people with a wide range of variations and characteristics. Among other things, these include:
However, when it comes to achieving true workplace diversity, organisations should attempt to go beyond hiring based on these social categories and consider what characteristics further distinguish individual employees from one another. This includes getting to know their personal preferences, hobbies, and notable skillsets.
Inclusion, on the other hand, is a term used to describe a work environment that’s succeeded in creating a diverse culture by having processes in place that enable employees to not only participate as equals but to thrive as individuals.
This means that each employee’s perspectives and contributions should be valued and - regardless of their diversity dimension - have ample opportunity to do their best work and progress their careers.
Put simply, while diversity is the ‘what’, inclusion is the ‘how’ in this equation.
In other words, diversity refers to what characteristics make up a diverse workforce while inclusion is how businesses create a work environment that makes employees feel that their differences are valued, appreciated, and something to be proud of.
Too often organisations focus their diversity efforts on simply hiring for diversity (i.e. hiring more women or people of colour) rather than effectively retaining it. This is why diversity partnered with inclusion in the workplace is so important - because without creating a culture that actively embraces diversity, companies run the risk of producing a toxic, unhappy working environment.
When organisations work to embrace diversity and inclusion, however, they positively influence the business environment, workforce, and the bottom line in a number of ways, including:
In summary, it’s fair to say that workplace diversity and inclusion are important because together they’re the lock and key to a better business, opening the door to long-term organisational success.
If you’re a leader, manager, or simply a well-meaning employee who wants to help champion diversity and inclusion in your organsation, here are a few tips that should help you get things moving forward:
When a leader takes on the task of guiding their teams to success, part of that is creating an inclusive work experience that makes employees feel safe and secure enough to speak up when it matters and comfortable enough to build strong relationships with their co-workers.
However, HR practitioners often don’t realise that leaders don’t necessarily know what it means when they’re told to create an inclusive culture within their teams.
To this end, it’s important for HR to put plans in place to routinely educate leaders and staff on diversity and inclusion (i.e. via training seminars or workshops) so that people not only understand its importance but support it through their daily actions. The knowledge and skills on how to remain inclusive at work should be core competencies for business leaders and employees alike, and this means being educated, trained, and held accountable on how to manage real-world scenarios that deal with diversity and inclusion, such as:
The list goes on.
Creating an inclusive workplace means taking the time to celebrate the people who make up your diverse workforce. Luckily, there are plenty of ways to do this that makes everyone feel included while keeping things both fun and educational, including:
Workplace meetings are a prime example of an environment where employees are encouraged to speak up and bounce off one another’s thoughts and ideas, however, meetings can often veer off track and even become ineffective (especially when employees are ill-prepared).
That’s why it’s a great idea to reconsider the ways in which you can help with making meetings more inclusive and effective. These include:
Organisations should aim to establish diversity and inclusion at the core of their business practices. In doing so, they not only show their commitment to creating diverse workplaces, but they ultimately create work environments where inclusivity becomes an action rather than just an ideal.
To do this effectively, companies should take care to review their guidelines, goals, and progress by taking the following actions:
We hope that after reading this you understand what the difference between diversity and inclusion is and why it is that one without the other simply doesn’t produce the desired outcome (which is, ultimately, creating a diverse, inclusive, and equal working environment).
This makes diversity coupled with inclusion not only impactful but essential to long-term business success and forward-thinking practices.
Free your potential and learn how you can accelerate your career with a 100% online professional CIPD qualification.
Share this post