Diversity and inclusion are as similar as night and day. While diversity underlines the differences in people, inclusion stresses unison as a collective. We have to ‘look at’ differences when we speak of diversity. We have to ‘look past’ differences when we speak of inclusion. What is the feasibility of this combination?
As organizations, we address these terms together, combining starkly different principles into a single executive unit. While one (diversity) is a highly quantifiable and tangible target, the other is a nuanced understanding. It is easy to hire a certain number of employees from each diversity cohort. But fostering a united spirit is harder when it is based on the personal experiences of individuals.
The coming together of these terms lies in two-tier sensitization. Acknowledging differences is step one. Understanding perspectives is next. Sensitization via lived/ heard experiences is highly effective when it comes to employees. It is trying to touch that higher calling of collective human co-existence. Inclusion should not be despite diversity. It should be because of diversity.
The terms can be combined when we address the following on different planes:
-Business plane: Make inclusion as quantifiably tangible as diversity to enable regular health checks.
-Psychological plane: Enable evolution of a mature mindset– one that takes into consideration human stories. One that recognizes the difference between Treat everyone how you want to be treated vs treat everyone as they want to be treated.
The integration is complex but not impossible. Start with one, with yourself and watch the spirit slowly spread.
