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Moving From Diversity to Inclusion
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Management 22 Thoughtleader 74

by T. Hudson Jordan RECENT

COMMENTS

Director, Global Diversity & Talent Strategies 2017 Women Worth

Pitney Bowes, Inc. Watching in STEM
Announced
DAILY
Do you know what you need to create an action plan for shifting from diversity management to
inclusion?
Read the Winter 2016, Diversity
As a start, a common definition of diversity and inclusion is needed. Diversity means all the ways we Leader issue here!
DAILY
differ. Some of these differences we are born with and cannot change. Anything that makes us unique
is part of this definition of diversity. Inclusion involves bringing together and harnessing these diverse
forces and resources, in a way that is beneficial. Inclusion puts the concept and practice of diversity
Diversity vs Human
into action by creating an environment of involvement, respect, and connectionwhere the richness Equity FAQs
of ideas, backgrounds, and perspectives are harnessed to create business value. Organizations need DAILY
both diversity and inclusion to be successful.

Many companies struggle and do not realize the full potential of a diverse and inclusive workforce.
Billion Dollar
These organizations might still be focused on numbers and lack a complete understanding of the Roundtable Inducts
business imperative. While diversity in organizations is increasingly respected as a fundamental Comcast NBCUniversal
characteristic, neither acceptance nor appreciation have equated to inclusive workplaces where SUPPLIER DIVERSITY

unique vantage points of diverse people are valued. Inclusion enhances an organizations ability to
achieve better business results by engaging people from diverse backgrounds and perspectives
Heather Zachary,
through participatory decision-making.
WilmerHale
WOMEN WORTH WATCHING
An organizations journey to become inclusive begins with a critical but simple inquiry: what actions is
my organization taking to foster an inclusive work culture where uniqueness of beliefs,
backgrounds, talents, capabilities, and ways of living are welcomed and leveraged for learning
Elizabeth Mitchell,
and informing better business decisions?
WilmerHale
WOMEN WORTH WATCHING

This inventory of actions must begin with a macro view of diversity considering workforce, supplier
diversity, philanthropy, communications, etc. Organizational systems must be assessed to determine
the degree to which equitable access is provided to all. Several key strategies will also need to be
revisited and even reinvented to facilitate total alignment of organizational systems, processes, and
structures to transform the culture. Where gaps and barriers are identified, it is important to
understand how inclusion can address deficiencies and support effective decision-making and better
business results in these areas. Findings from the inventory are the basis of an action plan.

Work from a well-documented plan of action complete with goals, objectives and lots of
small manageable tasks to help realize change. Achieving an inclusive work environment is a
culture change initiative, but it does not require lots of large undertakings.

Incorporate diversity principles across business functions and units. Diversity supports inclusion
and should be practiced throughout all aspects of the organization, even in developing the plan for

http://www.diversityjournal.com/1471-moving-from-diversity-to-inclusion/[3/1/2017 11:42:37 AM]

Moving From Diversity to Inclusion | Diversity Journal

working toward a more inclusive culture. Inclusive practices must be integrated into product
development, communications, training and education, career and professional development,
recruitment and retention and overall leadership and management practices.

Create opportunities for cross-generational work teams and interactions. Cross-functional

teams comprised of men and women who are intergenerational and racially diverse stimulate new
thinking, which leads to greater possibilities.

Invest in team building and leadership skills, as they are of increasing importance to benefit
from diversity and to achieve inclusion. Instilling the organization with competencies that foster
successful teams and skills for leading diverse teams is a critical success factor.

Mind the Middle. innovative organizations find ways to mind the middle without sacrificing
executive and entry levels. While some organizations show slow progress on the diversity journey due
to the lack of support from its senior leadership, many organizations find middle management derails
progress.

These action items will help your organization reap the benefits of a workplace inclusion strategy.
Inclusion represents opportunity for growth, new knowledge, and global community. So, what is your
organization doing to inspire next level thinking about shifting from diversity management to inclusion?

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Oruruwa Emmanuel #1

inclusion represents opportunity for growth, new knowledge and global communty

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