PPB April 2020

Diversity acknowledges that we all have differences, which makes every human being uniquely diverse. Diversity is more than just ethnicity or gender, and it’s more than just demographics. It encompasses every person’s unique blend of demographic characteristics (gender, age, race, ethnicity, sexual orientation, religion, etc.), experiences (skills, expertise, education, affinities, hobbies, abilities) and perspectives (approach to thinking about things and solving problems). All three types of diversity shape a person’s identity, and all these differences matter. But the concept of diversity itself has carried so much emphasis that it overshadows two crucial concepts—equity and inclusion. Equity is the assurance of fair treatment and opportunity for every person. It’s built upon the principle of equality; here is what differentiates the two: equality says that everyone gets the same, while equity says that each person gets what they need to succeed. It acknowledges that people do not all start from the same place, but that every person deserves a fair opportunity to develop, contribute and succeed. Inclusion is the cultivation of an environment where every person feels welcome and is appreciated for who they are and for what they can distinctively offer. It means that everyone contributes to the success of the business and the people around them. These three concepts—diversity, equity and inclusion—are distinct yet interdependent. Without one, you cannot have the others. If you make decisions with the fair and impartial lens of equity, you are more likely to give someone an opportunity that you may not have otherwise provided. You have given them an opportunity to add value by contributing to an environment of inclusion—and inclusion attracts diversity. To make any positive shift in your workplace diversity, it is important to take an honest look at your personal attitudes and beliefs about these terms, and to reframe your understanding of them. Whether you are an employer, a manager or a leader of people, your understanding of these terms impacts the way you manage, lead, hire and engage with others. It impacts your relationships. Life and business are about relationships. When you sell a product or service, you are building a relationship with someone. When you hire an employee, you are establishing a relationship with that person. In any relationship, both people have an innate desire to be valued and respected. Amid customer demands, project deadlines and budgets, it is easy to lose sight of the relational aspect of business transactions. But when you build diversity, equity and inclusion into your business practices, it demonstrates the value that you place on the human side of business. Pouring care and attention into the needs and successes of the people within your organization, you can have a greater impact on your bottom line than if you focus solely on metrics, productivity and efficiency. When the people within your organization feel valued and supported, they succeed. When they succeed, they produce better- quality work, care more about customers and demonstrate greater loyalty to the organization. These steps breed customer loyalty and decrease employee turnover, a significant expense for any organization. The things you do internally work together to create an equitable, inclusive environment that attracts diverse employees. Hiring diverse individuals into an environment that lacks equity and inclusion and hoping they will succeed does not work. Hoping their presence will help make the environment more inclusive does not work either. It sets your “diverse hire” up for failure. Rather, focus on fostering an environment that enables diverse employees to succeed. So, before you begin hiring for diversity, focus on inclusion. How? Start by examining your company culture, which consists of the values, goals and norms that drive behavior in a group or organization. While there are countless tactics and initiatives a company may take to move the needle on diversity and ange Cycle Diversity is... Every person’s unique blend of: Equity is... the assurance of fair treatment and equal opportunity for every person. Inclusion is... the cultivation of an environment where every person feels welcome and is appreciated for who they are and for what they can distinctively offer. 2. Determine your desired future state. 3. Identify the gaps. • Gender • Age • Race • Ethnicity • Sexual orientation • Etc. • Skills • Expertise • Education • Af nities • Hobbies • Abilities • Approach to thinking about things and solving problems Demographic diversity Experiential diversity Cognitive diversity FEATURE | Diversity 16 | APRIL 2020 |