The Diversity and Inclusion Equation
X + Y = Z
Diversity + Inclusion = The Goal
But what if we’re pants at algebra, and don’t have the full solution?
What is diversity?
Diversity is about recognising what makes each of us unique in the context of those around us. This includes our backgrounds, personality, life experiences and beliefs, and all the things that make us who we are. It’s the combination of our differences that shape our view of the world, our perspective and our approach.
Diversity is about recognising, respecting and valuing differences.
But just in case you missed it I'll say it again...
Diversity is about recognising what makes each of us unique in the context of those around us. Groups are diverse not individuals.
Yes, as a person I may have a diverse cultural background, or a range of diverse experiences, but as a single individual I alone am not diverse. I am simply a person. It’s only when I am part of a group that my differences contribute to make that group diverse.
At least sometimes.
Because the opposite of diverse is homogenous. And homogeneity is when I, the individual, become part of a group and my differences are in fact not differences, but similarities. This does not make me an homogenous person, in the same way I am not a diverse person, but my presence contributes to the groups homogeneity.
According to the well cited studies by McKinsey, diverse teams out perform homogenous by a significant amount. In 2019, they found that gender diverse teams were more likely to financially outperform homogenous teams by up to 25%, with ethnically diverse teams coming in at 36%. But was it simply the make-up of the group that made the difference?
Apparently not. Further indicative studies showed that the key to the performance was in how employees felt as part of the team, and this is where inclusion comes in.
What is Inclusion?
Inclusion at work is about the culture in which a mix of people can come to work, and feel comfortable and confident to be themselves, working in a way that both suits them and delivers the in line with business needs.
Inclusion will ensure that everyone feels valued and is able to add value.
Many of us can likely recall a time we have felt excluded. Times when we felt left out, or different, or that we weren’t welcome or weren’t appreciated.
I worked for 10 years in the petrochemical industry. I can certainly say it had its moments!
But inclusion is the opposite: making people feel welcome; ensuring that it is safe for them to express who they are or choose to be, demonstrating our appreciation for their input, working collaboratively, and showing that we care.
Inclusion is making an environment welcoming of an individual.
As the McKinsey report states, “Even relatively diverse companies face significant challenges in creating work environments characterized by inclusive leadership and accountability among managers, equality and fairness of opportunity, and openness and freedom from bias and discrimination”. So it’s not as easy as simply being nice to each other and hoping for the best. It takes time, attention, effort and resources.
Exclusion is not the only opposite to inclusion either, there is also assimilation. Now, if inclusion is making an environment welcoming of an individual, assimilation is asking an individual to change to fit the environment.
This is where we go through our wonderful recruitment processes to find the top talent we want in our organisation, and then we proceed to put them through a sheep-dip induction process detailing all the ways they need to behave to “fit in around here”. We usually do this under the banner of “culture fit. When we do this, we are signalling to the new person, this is what you need to be here if you want to be successful. And if this is something that connects with their sense of self and identity, then brilliant – they’re off! But what if they’re someone bringing all their wonderful differences to our teams? What about them?
Perhaps instead of designing induction programs that demonstrate what a person needs to “be” to be successful with us, we flipped the script. What if we asked, “what do you need from us in order for you to be successful here?”. Because sure, there’s a lot in our induction programs that people need to know and that is useful. But honestly, when was the last time you really had a look at what you were saying? I mean REALLY. From the perspective of people who don’t already belong or aren’t already represented?
What about if we thought less about culture "fit" and more about culture "add".
And now for the maths!
Diversity - inclusion = Disconnection
High staff turnover, disengaged people, poor psychological safety, ideas and perspectives you will never be able to access, poor reputation
Visible diversity is not the goal.
Inclusion - diversity = Homogeneity
Good morale if you're in the "in" crowd, high psychological safety, dangerous group think mindset, lack of innovative ideas, work practices that are exclusive to the global majority and potentially discriminatory, questionable reputation (depending on who you ask)
What would you do differently if we reframed “increasing diversity” to “reducing homogeneity” in your organisation?
Diversity + inclusion = Connection & Innovation
Good morale, engaged people, high psychological safety, access to innovative ideas and perspectives, work practices that work FOR your people, healthy staff turnover, a great reputation, increased financial performance, sought after company to work for.
Diversity & Inclusion… You always need BOTH for the equation to work.