Why Diversity, Equity & Inclusion Are More Critical Than Ever

Organisations that embrace the principles of diversity, equity and inclusion outperform those that don’t.

This is backed up by empirical data: a 2020 McKinsey report found that companies in the top quartile for racial and ethnic diversity were 35% more likely to have financial returns above their respective national industry medians.

Yet, diversity, equity and inclusion efforts are under attack. A rejection of DEI stems from one of two places: a fundamental misunderstanding of what DEI means and what it aims to achieve, or a concerted effort to recreate or entrench systems of oppression that only benefit some social groups.

Inclusivity is not passé.  Equity is not archaic. If anything, it’s time to redouble efforts and oppose the current repressive rhetoric.

Here’s what DEI gives organisations:

Collaboration

A focus on collaboration is foundational to all diversity, equity and inclusion efforts. To truly collaborate, an intentional, overt effort is required to uplift those voices that have not always been heard in the collaborative process.

This active work of increasing inclusivity and thereby, maximising collaboration, is the transformational lifeblood of successful organisations. Because DEI is aimed at this very core component of successful organisations, it speeds up the collaboration process and maximises efficiency. It’s not just good for people; it’s good for business.

Innovative Problem Solving

When true collaboration happens, when individuals feel psychologically safe and valued, that’s when they come up with their best creative thought processes and produce game-changing solutions.

Innovation that stems from diverse life experiences is required when conventional methods don’t work. The world is a diverse place; it’s challenges and solutions are multidimensional. Your organisation should be too.

Employees Feel Valued

To truly belong, space must be created for each member of the team to fully show up. What this means is that – contrary to some misguided beliefs – inclusivity efforts do not leave any individual behind. Instead, they create space for those who were not always historically included, or for groups whose needs were not adequately met, even if they were represented, such as neurodiverse people.

An Understanding That Differences Do Not Equal Deficits

Differences are not a disadvantage. In fact, greater diversity leads to a greater variety of both ideas and ways of bringing those ideas to life.

We see colour. We see gender differences. We see differences in physical ability. We may not see hidden differences, such as how individual’s minds function differently, but we see the outcomes of this neurodiversity.

Acting as though we don’t see differences or their impacts is not only misguided, it’s a recipe for disaster. To allow differences to flourish, we must first acknowledge them and then look at how differences add to uniqueness. Instead of taking a deficit-based approach, we take an asset-based approach that uplifts differences, rather than erasing them.

A Bolder Vision for Inclusivity

 It’s time to move past small-minded, misguided thinking, like:

·      “DEI is pushing a racial agenda”

·      “DEI is bad for business”

·      “DEI has failed, and it’s finished”

·      “The DEI hire is less skilled”

This demands that we develop a bolder vision for inclusivity that is relevant, urgent and expansive. If you’re stuck thinking that DEI is about elevating one group above another, giving some people in the workplace preferential treatment or enacting some form of reverse oppression, you’re mired in outdated tropes that haven’t been interrogated for accuracy.

If you think equitable treatment in the workplace is a bad idea, you’ve become a victim of rhetoric that aims to drag us back into the past.

Think about this: Did the installation of ramps in public spaces hurt anyone?

No, it didn’t. What ramps did was ensured that people with mobility challenges, who could not easily navigate stairs, or climb them at all, were able to access buildings that they were previously unable to access. That’s life changing. That’s progress.

Were any able-bodied people hurt in the process? No. In fact, ramps provide able-bodied people with an alternative on days when they choose not to take the stairs and  walk down the ramp instead. Or if they’re injured and need to use the ramp for a short period of time. Accessibility helps everyone by creating more inclusive environments.

That’s what inclusivity is about: Everyone can get into the building, regardless of their mobility challenges, or lack thereof. So, while we recognise differing physical ability levels, we do our best to level the playing field so that access becomes the focus, instead of ability level.

If diversity, equity, and inclusion sound risky and radical to you, consider the alternative: uniformity, inequity, and marginalisation.

We've already tried that – and it didn’t work out too well for everyone.

EquiDiverse Synergy offers cutting-edge, evidence-based diversity, equity and inclusion consulting. Learn more about our Belong service offering.