Equal Employment Opportunity has been in effect since July 2, 1965, which is nothing new to leaders. While this law protects against discrimination based upon age, gender, race, etc., it does not provide provisions for inclusivity. Keep reading to learn the critical distinction between diversity and inclusivity.
Vincent Scaramuzzo, President, Ed-Exec, Inc.
The Distinction Between Diversity and Inclusive: It Might Not Be What You Think
In over five decades since the Equal Employment Opportunity mandate has been in effect, we are still talking about diversity in the workplace. However, these discussions have shifted from creating a diverse workforce of women and people of color to creating an inclusive workplace that supports all people.
What is the difference between diversity and inclusion?
Some organizations feel if they are diverse, they are also inclusive. There is a distinction between the two terms diverse and inclusive. The most straightforward difference between these two terms is that diversity is what you do as an organization; Inclusion is how your culture and environment allows people to thrive at work.
As most everyone understands, diversity includes hiring people because they are the right fit for the position, regardless of age, gender, cultural background, sexual orientation, or physical ability. These definitions are the how part of the diversity versus inclusion equation.
Inclusion is ensuring that everyone is supported in their work environment. Historically this has been seen as a challenge to women, people of different religious backgrounds, or those who are disabled. Inclusion for these groups would be providing workspace modifications and handicap bathrooms, a private room for nursing mothers, or time off for religious observances.
Lately, inclusion is becoming more of a topic in regards to LGBTQ+ employees. Inclusion is much more than gender-neutral bathrooms. It is fostering a company culture of inclusion and educating your teams on honoring their coworker’s pronoun preferences and allowing your employees to be called by their chosen name, regardless of the name that may appear on their legal documents.
Without an inclusive environment and culture, there is no actual diversity in your organization. Companies that embrace and support the inclusion of all in their workplace have more innovation, which leads to more profits. They also have lower turnover rates and can attract more top talent.
A culture that values diversity and inclusivity starts with leadership. It is fostered by those who embody the tenets that everyone is valued and heard in the workplace and that this goes way beyond ensuring that they are physically accommodated, but also emotionally accommodated. It also understands that as our world changes, so will how we address both diversity and inclusion.
*Not all articles are original works of Vincent Scaramuzzo or Ed-Exec, Inc.*
Vincent Scaramuzzo is the President of Ed-Exec, Inc. A leading Education Executive Search Firm. He is also a contributing author to various education publications regarding education recruiting. As a specialist in the education field for over a decade, Scaramuzzo works nationally. He can be contacted at vincent@ed-exec.com 860-781-7641.