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The importance of innovation
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How to think big and take risks
Experts in diversity, equity and inclusion (DE&I) agree that the long-term success and sustainability of a DE&I initiative depends on an organization's ability to create an environment in which everyone's voice is heard and every employee is treated fairly and with respect.
The relationship between diversity and inclusion is both circular and interdependent. While diversity without inclusion can create a toxic culture, inclusion without diversity runs the risk of creating a stagnant and unimaginative organization.
Many organizations need to redefine what they mean by diversity. We tend to think of diversity in terms of demographics. While demographics are one part of diversity, diversity goes beyond demographics to include diverse opinions, thoughts, perspectives, experiences.
Focus more broadly on "psychographics." This means taking a closer look at individual beliefs, values, aspirations and other psychological criteria.
Find out how employees feel about the diversity practices currently in place. Their feelings, mindsets and behaviors all shape the diversity climate.
The best predictor of success is employee sense of belonging.
This includes the following steps:
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