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Diversity and Inclusion in the Workplace: Strategies for Success
Understanding Diversity
The word diversity derives from the Latin root diversus, meaning various, which means so many. As I write so many, we can remember so many trees, so many ice cream flavours, so many types of clothes, or, in this case, so many types of people working in the same organisation.
To sum up, diversity in the workplace is defined as a trait of company culture wherein the workforce composition includes employees of different genders, ages, sexual orientations, religions, languages, abilities, professional backgrounds, socioeconomic backgrounds, and educational backgrounds.
“Diversity is being asked to the party; inclusion is being asked to dance.” – Verna Myers
The Importance of Diversity in the Workplace
What binds us together is the organisation, and what sets us apart is the individual differences, but the word diversity is important across the globe. With my understanding, having a diverse workforce is being recognised as improving the firm’s performance effectively.
The imperative that organisations can no longer choose to ignore. It is well recognised today that diversity adds value, even if it requires working through the issues and costs that sometimes accompany it. What we see today is that the culture is increasingly shifting to one of inclusion, beyond that of diversity.
The Benefits of Diversity
If we start looking at pros, diversity comes with its own advantages.
Some of them are helping the organisations to reach out to diverse customer groups and markets. It allows the organisation to have a variety of perspectives; it promotes innovativeness, superior work outcomes, and performance. It boosts the morale of the respective teams. Imagine a team of five tackling a new project.
If only the team lead’s perspective is considered, the solution may lack creativity. But when everyone shares their unique viewpoints, shaped by their diverse backgrounds and experiences, the outcome becomes something much richer. One person offers cultural insights, another suggests ethical approaches, and others bring adaptability and empathy.
This collective contribution results in a solution that is not only efficient but also inclusive and sustainable.
The Role of Inclusion
In the workplace, diversity and inclusion empower teams to craft innovative solutions that go beyond individual thinking, creating greater success together. This research paper offers more perspective on the concept of diversity, which I am already blabbering about.
Challenges of Lack of Inclusion
Now imagine you are being included in a group (yes, that diversity issue is being solved), but nobody talks to “you,” or you are eating together in a group, but no one shares the food with “you,” or everyone is talking in a group, but no one is talking to “you.”. So, what will the “you” feel? Hmmmm, lonely, alone, discarded, abandoned, or all the negative emotions.
So, this is what happens with an employee who is recruited because of diversity but the culture of inclusion is missing. Inclusion refers to “how well organisations and their members fully connect with, engage, and utilise people across all types of differences.” Diversity is connected to the hiring process, and inclusion is connected to the feeling of belongingness.
Balancing Diversity with Inclusion
We often focus on the many benefits diversity in the workplace offers—creativity, innovation, and broader perspectives. But it’s equally important to recognise that diversity alone doesn’t solve every problem. The employees need to feel a sense of belongingness to give their all hard work to the organisation.
Will you be able to go out with a group where you are don’t feel included? No, right means no scope of growth where the communication channel is closed, so the same in the setting of an organisation: no improvement in the performance if the employee does not feel included.
What about the tasks that don’t seem relevant to creativity, as in the workplace there are tasks that have to be done methodically? In the name of diversity, there are people that are being recruited just to have an image of the organisation to be inclusive; no talent, just diversity and inclusion, is the biggest reason the organisation is going to fail.
Mental Health Considerations
With diversity, there might come communication challenges. Let’s just say that there is a procedure of coding that will work in the way it has been set so a person with some of the creative ideas will automatically be a hindrance to the work, right? or right?
As we move forward with this journey of diversity and inclusion, one major aspect of the concept in the workplace cannot be ignored, and that is to take care of the mental health of an individual, be it of any rank. Despite having its advantages or disadvantages, one thing is for sure: it gives us equal responsibilities, troubles, fun, and sometimes confusion too.
Final Thoughts: Embracing Diversity and Inclusion
So, my readers, when you are being invited to the party, make sure to welcome each other and have a blast dancing in a group. The good memories that are made here will go a long way in your professional journey.
Diversity Drives Innovation—Make It Your Competitive Advantage!
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Col Sunil Sharma
Col. Sunil Kumar Sharma brings with him 32 years of distinguished operational military service in the Indian Army, including roles at the DRDO. His expertise spans combat, strategic and tactical operations, special missions and intelligence operations, general management, financial administration and logistic support. He has commanded an artillery medium and missile regiment and has extensive experience in Training and Development as an Instructor and senior directing staff at the School of Artillery, Army War College and as part of the Indian Military Team in Bhutan.
Col. Sharma also served as a Director in the Military Training Directorate at Army Headquarters, Deputy Commander of a Brigade in Counter-Insurgency Operations and the Artillery Training Centre. His contributions include serving in the United Nations and National Security Guard (NSG) and conducting user and technical trials of military equipment, weapon systems and missile systems during his tenure at DRDO.
Following his military career, Col. Sharma served for seven years with the Securities and Exchange Board of India (SEBI), holding key leadership roles such as Chief General Manager, Chief Security Advisor, Executive Director of Strategy and Centre of Excellence and Director of the National Institute of Securities and Capital Markets. At SEBI, he led critical departments, including Investigation, Enforcement, Recovery, Corporate Finance, Administration, HR, Investor Awareness and Education, IT and Cyber Security. Recognized for his exemplary service, he has been decorated with the Sena Medal and Bar, the Chief of Army Staff Commendation Card (four times), the Army Commander Commendation Card (twice) and the prestigious UN Service Medal.
Academically, he holds multiple degrees, including M.Sc., MBA, MHRM, MCA, M.Tech, M.Sc. in Defence and Strategic Studies and LLM and is currently pursuing a Ph.D.
Frequently Asked Questions
Get answers to commonly asked questions about Amity.
What is Diversity and Inclusion in the workplace?
D&I, which stands for Diversity and Inclusion, refers to policies and practices that provide equal representation and participation opportunities to all types of groups of individuals, such as race, gender, age, sexual orientation, and abilities. AITD has training programs that help an organisation to have successful D&I strategies.
Why is Diversity and Inclusion important for organisations?
Prioritizing diversity and inclusion increases employee engagement and innovation. It also delivers better financial outcomes. Organizations that are committed to D&I attract the best talent. AITD provides training to enhance these areas.
How does AITD assist in diversity and inclusion?
AITD offers training courses on diversity and inclusion. Such courses equip organizations with strategies to build an inclusive culture. Their knowledge assists organizations in formulating efficient D&I initiatives.
What are some issues with D&I?
Challenges include resistance to change and a lack of accountability. Another issue is tokenism. AITD's training helps get over these barriers.
How does Diversity and Inclusion affect employee satisfaction?
A great focus on diversity and inclusion improves morale. Employees are valued in inclusive environments. AITD helps the organizations develop such environments through its training.
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