Diversity and Inclusionby Gamiel Yafai
- What are diversity and inclusion?
- How do diversity and inclusion help the organisations achieve its goals?
- What do diversity and inclusion cover?
- What does it mean to ‘value diversity and inclusion’?
- What does ‘managing diversity and inclusion’ mean?
- Why should I be concerned with diversity issues and inclusion?
- Is ‘diversity’ the same as ‘equal opportunities’?
- What is the concept of diversity and inclusion not about?
1. What are diversity and inclusion?
Diversity is a commitment to recognising and appreciating the unique beliefs, values, skills, attributes, and characteristics of all individuals in an environment that promotes and celebrates individual and collective achievement. Inclusion is about engaging all those differences in a common endeavour.
2. How do diversity and inclusion help the organisation achieve its goals?
Recognising and appreciating diverse perspectives leads to more flexibility, more productivity, more creative problem-solving, better decision-making, and an enhanced ability to meet the needs of a multi-faceted employee and stakeholder population.
3. What do diversity and inclusion cover?
Diversity results from differences in gender, ethnic or national origin, religion, age, disability, marital status, sexuality and many other factors which cause people to have different perspectives on the same set of facts or issues. Inclusion is making sure that these differences are maximised upon
4. What does it mean to ‘value diversity and inclusion ’?
Valuing diversity and inclusion means valuing the qualities that different people bring to their jobs, to the resolution of problems and to the development of business opportunities – rather than judging people and ideas by the extent to which they conform to our existing values or personal preferences. It can also mean valuing differences between people and the ways in which those differences can contribute to a richer, more creative and more productive business environment – one which enhances our appeal to our many different customers.
5. What does ‘managing diversity and inclusion’ mean?
The basic concept of managing diversity and inclusion accepts that the workforce consists of a diverse population of people. The diversity consists of visible and non-visible differences which include, gender, ethnicity, disability, sexuality, age and religion. It is founded on the principle that harnessing these differences will create a more productive environment in which everybody feels valued, where their talents are being fully utilised, and in which organisational goals are met.
6. Why should I be concerned with diversity and inclusion issues?
When individuals have problems relating to each other because of their differences, morale declines and productivity suffers. These problems can be overcome by respecting and valuing differences.
7. Is ‘diversity’ the same as ‘equal opportunities’?
No, diversity is a concept which recognises the benefits to be gained from differences. Equal opportunities has traditionally been a concept which has been based mainly on human resource issues and which categorises people into boxes, such as ethnic minority, disabled and so on.
8. What is the concept of diversity and inclusion not about?
- It is not about reducing standards.
- It is not just about removing our prejudices. It is about recognising they exist and then questioning them before we act.
- It is not a distraction from more important business issues. Like recruitment, it is a standard by which our business performance is assessed.
- It is not about positive discrimination. It is about positive action.
- It is not just about minority groups, but everyone who suffers disadvantage.