What is diversity and what does it really mean? The awareness of good diversity and inclusion management is growing. Own initiatives of companies, the influence of politics and economic development, are reasons to start thinking and acting on developing effective diversity and inclusion programs.
The actual debate right now is focusing on the most apparent form of diversity. Mostly found in gender such as women in the workplace, cultural diversity and especially at a leadership level. However, it has many levels and it is only successful within an inclusive environment. The reasons for an effective diversity and inclusion strategy are for example: taking social responsibility, faster innovation, developing an excellent and future proof workforce and increasing company revenue. It will create great advantages and results in the overall company results.
What does it really mean?
Diversity is defined, among other things, by recognizing and appreciating differences between people. For many, it is the first step to look at the basic differences between people. The differences are subdivided into 3 dimensions. The more you invest in the dimensions, the more one can say, your employees are engaged with your strategy and company.
Personal/ Recreational habits
Religion and Spirituality
Functional Level/ Classification
Work content/ Field Division/ Department/Unit Group
Management Status Functional Level/ Classification
Many organizations have taken the first step to get started with diversity. The first step often embraces the first level, Internal dimensions. The second and third level is still too often not in sight within an organization. Regarding diversity, the rule still prevails: the will to do something exists, the “how” is the challenge.
Where are you with your diversity and inclusion strategy?