The real purpose of Diversity and Inclusion
Diversity. Inclusion. Equality.
Too often these become ‘processes’ to be done in organisations.
Building more diverse and inclusive workplaces starts with clarity of purpose. Being clear about the reasons for wanting a more diverse organisation is a good starting point.
Such deep concepts go to the core of who we are as people. They cannot be reduced to mere processes or solved in a single training event. They are profound ways of being, ways of thinking, ways of acting towards each other.
At Apex HR, we see many well-intentioned training sessions which focus on diversity and things like ‘unconscious bias’. Anything that promotes more awareness and understanding is helpful but too often they fall woefully short of changing behaviour.
Too often we try to address fundamental and deep issues about our humanity in superficial ways. We are seen to be doing the right thing by training people in diversity. The relevant boxes are ticked, but it results in little or no meaningful change.
Clarity of purpose starts with the leadership team. What sort of organisation are we looking to build? Building a more diverse and inclusive workplace makes business sense. It is great for business and for wider society.
The business case for diversity and inclusion, including diversity of thought, is compelling. Getting this right means building better organisations and contributes to a better world.