Much of the discussion – and initiatives – around Diversity, Equity, Inclusion and Belonging have been focused on gender, sexual orientation, ethnic background and, to a certain degree, disabilities. My Diversity & Inclusion Professional accreditation is from the Terry College of Business, University of Georgia, in which 27 categories of diverse people subject matter expertise were formalised:
- Gender
- Race
- Age
- Ethnicity
- Religion
- Language/Accents
- LGBTQ+
- Geographic Location
- Cognitive Abilities
- Physical Abilities
- Mental Health
- Neurodiversity
- Military Status
- Citizenship
- Behaviour and Ethnodiversity
- Personality and Thought-Style
- Cultural Background
- Family Upbringing
- Social Roles
- Education
- Income
- Socioeconomic Status
- Marital Status
- Parental Status
- Criminal Background
- Political Belief
- Work Skills
So what now?
I can fully visualise you checking out mentally before reaching the middle of the list, thinking about how to incorporate all these aspects in a meaningful DEIB strategy. But that is not your starting point. Your first base is finding out who you are as an organisation – not guessing but actually having your collaborators trusting you to tell who they are. Trust is deeply dependent on organisational culture. Culture is a product of your employees and the leadership style. And why is this all important at the end of the day?
One of the most fundamental positive aspects when discussing diversity is “inclusive.” This term embodies the practice of including people from a wide range of backgrounds and ensuring everyone feels welcomed and valued. An inclusive environment promotes respect, acceptance, and a sense of belonging. Such an environment fosters innovation.
The greatness of diversity
Diversity drives innovation by bringing together different viewpoints and problem-solving approaches. An innovative atmosphere thrives on the varied ideas and perspectives that a diverse group of people contributes. This leads to creative solutions and groundbreaking advancements.
A diverse group of people often demonstrates a high level of investment in the success of their community or organization. This is because they understand the importance of representation and the value of their contributions. They feel they belong to something meaningful and that it is so much more than a 9 to 5 job. This is what your preferred survey institute opts to call “engagement”.
Ultimately, the true strength of a DEIB strategy lies in its authenticity and its ability to genuinely reflect the multifaceted nature of human identity. While the foundational categories of gender, sexual orientation, and ethnicity are critical, an effective strategy must also embrace the broader spectrum of diversity that encompasses socioeconomic status, marital status, parental status, and beyond.
By fostering an environment of trust and inclusivity, organizations can unlock the full potential of their workforce, driving innovation, engagement, and a profound sense of belonging. It is not merely a corporate mandate but a transformative journey towards a more equitable and vibrant organizational culture.
