Diversity and inclusion materialize when there is a full awareness of their necessity and a deep deconstruction in those who create spaces for them.
Before we begin, we need to be clear about the differences between diversity and inclusion.
A "diverse" team includes individuals of different socio-economic backgrounds, nationalities, ethnicities, races, sexual orientations, gender identities, education, etc. Diversity gives new perspectives to an organization.
Inclusion means giving every team member the opportunity and the supports and tools to have a role, express an opinion, actively participate and have access to the company's resources. In a soccer team, diversity means having different "types" of players; inclusion means passing the ball to each of them so they can play.
A few years ago, concepts like "inclusion" and "diversity" were not as prevalent in the corporate world as they are today. They sometimes elicited discomfort or even outright contempt.
Over the years, diversity and inclusion have become bastions of corporate cultures and marketing campaigns. Diversity is known to have a significant impact not only on a company's reputation but also on its performance and ability to innovate.
But is there a genuine interest in being truly inclusive in the workplace? Where and from whom should these initiatives come?
Beyond simply displaying a rainbow logo during Pride month or installing a wheelchair ramp in company facilities, true diversity and inclusion manifest when there is a deep understanding of their necessity and a fundamental transformation in the attitudes and actions of those who shape and facilitate work environments.
Today, we aim to explore how to ignite greater interest and cultivate a heightened sensitivity to create a genuinely inclusive culture.
A diverse workforce means having different perspectives on the same issue within the company. These perspectives positively impact problem-solving skills within the organization, and enhances initiatives within teams with innovative ideas.
In addition, a diverse and inclusive company is alluring to fresh talent from new generations, who will seek to be part of teams where they feel valued and have a meaningful sense of belonging. In fact, according to a study conducted in 2022 by Indeed and Glassdoor, 62% of U.S. workers between the ages of 18 and 34 say they are willing to turn down a job offer if they feel their future boss does not support diversity and inclusion initiatives.
Beyond these advantages, many organizations can’t find a good reason to become more inclusive and diverse. Why is that?
Lack of empathy and awareness not only impacts our daily lives but also exists in the attempt to create more inclusive and diverse organizational cultures.
Empathy is the active intention to understand other people's points of view, emotions, and interpretations of reality. It causes us to step out of our point of view and consider situations from another perspective, through curiosity and listening. It allows us to be more humble and eliminate assumptions.
When we have little awareness of our privilege, we have difficulties being empathetic, and that is when a company and its culture can present obstacles in its mission to be more inclusive.
When we talk about awareness of our privileges, we are referring to recognizing that we have, to some extent, advantages over other vulnerable groups in society. And therefore, our workplaces, professional industry, and the system, in general, are designed to work to our benefit.
That's why a recruiter might dismiss a single mother's profile before even interviewing her, or why we might overlook that "innocent" homophobic joke our colleague made in the office.
Without empathy and awareness of leaders, founders, and decision-makers, intentions to create inclusive and diverse spaces will remain just that: intentions.
However, this is not an exercise for senior management alone. Empathy and awareness are contagious, and opening conversations in safe spaces allow us to break down ignorance and fear of doing things wrong in the first place.
When there is insufficient empathy and awareness, any diversity and inclusion initiative encounters three main obstacles:
Denial: "This is not a real problem in this company".
Disengagement: "It's not a problem I should try to solve".
Low prioritization: "There are more important things that require attention and resources".
However, just as there are obstacles, there are also ways in which we can become more sensitive to these issues and make diversity and inclusion more relevant.
It is crucial to mention that, to address resistance to diversity and inclusion initiatives or organizational changes, communication is essential. Any new activities and spaces to promote diversity and inclusion need the appropriate context. Strive to clarify why it's happening, why it’s essential at the workplace, and what we expect of the people in the organization in this regard.
We must be aware that not all people have the same level of exposure and knowledge about these issues. It will be necessary to introduce, through experts, these spaces, and to create a plan of action and response to any concerns that arise.
These actions are not only the responsibility of area or HR leaders. There are also a series of activities that can contribute a lot in a personal way, help us to exercise empathy and expand our knowledge.
We’re often afraid of using the wrong term, using the wrong pronouns, or simply mispronouncing a word. This legitimate fear prevents us from approaching these conversations in the first place. It is crucial to overcome the fear and ask questions instead.
Inappropriate spaces (private spaces, with trust, or in feedback instances) and with the right people, valuable and safe conversations can be generated where we can resolve doubts and deepen the daily challenges that people of diversity encounter in our workspaces. You can ask questions such as: What challenges do you encounter in the office on a daily basis? Do you feel safe taking risks on new projects? What voices are we excluding from our daily communication?
Challenge your beliefs and biases by educating yourself about diversity. Reliable information will help you approach these issues with certainty rather than speculation.
There’s a vast amount of content such as webinars, podcasts, articles, research, and books that can provide different perspectives on race, religious minorities, sexual diversity, neurodivergence, disabilities, etc. Numerous international organizations and NGOs share accurate information.
This approach reduces the fear of approaching these issues incorrectly and goes a long way toward breaking down any initial barrier that might exist.
As mentioned above, Psychological Safety involves facing discomfort and stepping out of our comfort zone into a genuinely transparent and safe space. Something similar happens with diversity and inclusion.
It's okay to feel intimidated by these issues. Society is changing, and safe and pluralistic spaces are in high demand. To best address these changes, we must be willing to accept our mistakes in trying to be more inclusive, apologize, and welcome corrections and difficult conversations. That is the only way to combat real problems such as sexism, LGBTphobia, racism, ableism, etc.
To be inclusive at work, it is essential to adopt an open and respectful attitude towards all people, regardless of their origin, religion, gender, sexual orientation, age, disability or any other distinguishable characteristic.. Inclusion at work means valuing and respecting all team members, recognizing the individuality of each and appreciating the diversity of thought and experience they bring to the team.
One of the first steps in promoting inclusion in the workplace is to foster an open and safe environment where everyone feels valued and heard. fostering an open and safe environment where everyone feels valued and heard.. This involves having clear policies and procedures that guarantee equal opportunities and prevent any type of discrimination. In addition, it is important to provide diversity and inclusion training for all employees, focusing on respect and appreciation for differences..
To ensure true inclusion in the workplace, it is also crucial to implement fair hiring and promotion practices that value people's competence and skills, without bias or prejudice. It is also critical to ensure that all employees have access to the same opportunities for professional development and growth within the company.
Finally, open and transparent communication is also key to inclusion in the workplace.. The exchange of ideas and information among all team members should be encouraged, as well as constructive feedback. Inclusion at work is not only key to employee well-being and satisfaction, but can also bring incalculable value to the company in terms of creativity, innovation and performance.
According to SAP Spain, some of the economic and performance benefits of inclusion at work are:
Inclusion in the workplace has multiple benefits for labor productivity. By promoting inclusive work environments, diversity and equality are fostered, which contributes to the creation of robust and creative work teams. This environment fosters collaboration, respect and empathy among employees. By highlighting individual skills and talents, inclusion at work can improve motivation and job satisfaction, thereby increasing the company's productivity. In addition, it promotes a sense of belonging and commitment that can lead to higher employee retention. In conclusion, inclusion at work is an essential driver for the development and growth of any organization.
As already mentioned, inclusion means giving every team member the opportunity, support and tools to have a role, express an opinion, actively participate and have access to the company's resources.
In conclusion...
The road to an organizational culture genuinely interested in diversity and inclusion is a complex one. Only with safe spaces and by throwing ourselves into action can we overcome the initial barrier of fear and discomfort.
Many of these efforts come from within, on a personal level, linked to a desire to make the workplace a space where opportunities for success are available to everybody.
In short, being inclusive at work requires commitment, empathy, respect and a willingness to learn and grow. This not only creates a more positive and productive work environment, but also lays the foundation for a more inclusive and equitable world.
If you want your organization to be inclusive, you can start by taking the Gender Equity Workshop with your team. Fill out this form to receive more information.
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