Diversity and Inclusion Programs

As illustrated in the following chart, in an organizational environment, diversity is most effectively considered as the people who are employed or employable in your organization. Once the individual is employed, inclusion is about creating an atmosphere that enables the employee to be as successful as possible in a supportive environment.

Diversity		People		The mix of commonalities and differences in the current and potential workforce
Inclusion		Work Environment		Respecting, listening to, valuing input from all employees so they want to, and are able to, work as productively and creatively as possible

Diversity without inclusion leads to conflict. Inclusion without diversity may create harmony, but since everyone is alike, the organization will not be able to reach its full creative or innovative potential. Focusing on both diversity and inclusion will help your organization have a business advantage.

Too often organizations decide to develop a diversity program and start creating a diversity statement and identifying goals without considering its business strategies.

Why is your organization developing a diversity program? Consider the following reasons for creating or expanding a diversity strategy:

To reach a wider customer audience
To attract new talent
To grow your business in new markets
To improve profitability
To jumpstart a stale program
To assist team leaders better manage teams

Workplace Dynamics can work with your organization to develop a Business-Aligned® diversity and inclusion strategy. A successful strategy is most effective when it directly aligns with key business strategies, considers the organizational culture, is fully supported by the senior executive team and measures progress consistent with the way it measures other key business functions.

®Business-Aligned is a registered trademark of MDB Group, Inc. and is used with permission.

To support the diversity and inclusion strategy, Workplace Dynamics offers diversity training that also focuses on improving business results.

Ask Yourself

Do you want to develop a diversity and inclusion initiative that achieves key business results?

Do you need more-effective ways to measure the results of your diversity initiatives?

Have you made the business case for all of your diversity initiatives?

Have you considered creating a diversity council or employee network groups, but don't know if it is a good idea for your organization?

Could your CEO be more engaged in owning your diversity initiative?

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