The difference between diversity and inclusion

In the last post, we covered the importance of diversity and the organizational benefits it creates. But in light of the events that took place in Charlottesville last week, I want to push the discussion further.

Diversity is valuable, but diversity alone is not enough. What we should really strive for — as citizens, as community leaders, as professionals — is inclusion. Inclusion means that all members of a society have the same opportunities, that people from all groups are valued and respected and that everyone has a voice. What Charlottesville shows us is that, while we may have a diverse society, we do not have an inclusive one.

And this is not news to people of color, to the LGBTQ community, to the disabled, to women or to anyone in a historically marginalized group. For them, Charlottesville isn’t a surprise; it’s a manifestation of the society we live in. A society where 12% of the population is Black, but where Black men make up 37% of the prison population. A society where women are paid 80% of a man’s salary for doing the exact same job. A society where 54% of LGBTQ people are worried about becoming a victim of a hate crime. The problem is not confined to Charlottesville or the KKK or neo-nazis; the problem is our society.

There is much work to be done, but one place to start is in your own organization — even if you already have a diverse staff. In fact, many diverse organizations are not truly inclusive; they have not created environments in which all members feel valued and respected, in which everyone has access to the same opportunities. Oftentimes, diversity efforts are no more than mere tokenism — a bandaid to cover up a systemic problem. Inclusion, on the other hand, starts at the core of an organization. Tokenism is a checked box. Inclusion is a long-term, evolving approach that permeates an organization.

Inclusion goes beyond hiring. It means making all employees feel welcome and valued. A recent study found that one-third of women of color were passed over for a promotion, and 64% of LGBTQ employees left their jobs because of bullying or public humiliation. We may be getting better at hiring minorities, but we are not providing equal opportunities for advancement. Research has shown that when leaders are inclusive, when they invite and appreciate the contributions of members across their organization, employee turnover decreases and engagement increases. This can be as simple as including underrepresented groups in hiring and promotion decisions — or guaranteeing all employees days off for religious holidays.

Inclusion is tricky, though, especially in light of the human affinity for similarity. Put simply, we like people who are similar to us. In everyday life, this means that we choose social groups, schools and neighborhoods where people look and think like us — even without consciously meaning to do so. In organizations, leaders have a propensity to hire and promote those who resemble themselves. Is it any wonder that 91% of Fortune 500 CEO’s are white men? Much of the bias in hiring and promotion occurs at the subconscious level, but to combat these implicit preferences, we must first become aware of them.

Unfortunately, there’s no checklist, no step-by-step guide to creating a more inclusive workplace. (And if there is, I want to see it!) But a strong way to start is by making sure everyone has a seat at the table. Seek out the most difficult voices to find, not the easiest. Which groups have you left out of the conversation in the past? Actively bring them into planning discussions. Include them in hiring decisions. Ask for their honest thoughts about your office culture. Encourage them to point out weak spots.

Some solutions are simple. Below are some examples:

• Larger organizations can create diversity groups, informal groups that allow people from similar backgrounds to come together and share ideas. For example, employees could join an Asian American group, a working moms group, or an LGBTQ group.
• LGBTQ employees feel more included if you use the term “partners” when inviting spouses to social activities.
• Actively seek out mentors for minority employees. Research has shown that mentorship is a critical determinant of minorities’ professional success.
• To honor the traditions of all religious groups, consider providing time off for cultural events and holy days. You could offer a float day for employees to use specifically for this purpose.
• Create flexible policies that support unique situations, like extending parental leave to adopting employees.

Ultimately, diversity initiatives should extend beyond hiring and incorporate more than just the HR department. It should be an ongoing process where everyone has a say, where everyone feels included.

Let us know: How do you foster inclusion in your organization?