Diversity is the who and what. Questions that address diversity issues include the following: Who is at the table? Who is being promoted? Who is recruited? Who is tracking the identities e.g disabilities, sexual orientation, racial & ethnicity, etc?

Equity: Fair Treatment, access, opportunity, & advancement for all people. Questions that address inclusion issues include: Who is trying to get in the room? Why are they not able to get in the room? What are the challenges or barriers? What is stopping them from getting into the room?

Inclusion: It is the how behaviors that welcome and embrace diversity. Deliberate and conscious efforts, behavior, policies, norms, making everyone feel welcomed and respected, valued with their unique differences and feeling psychologically safe. Question to address inclusion issues: Has everyone’s voice(idea) been heard, respected, and understood?

Belonging: This is when the magic happens. People feel valued and are able to bring their authentic self to the workplace or community. Question to address belonging issues include: Does everyone feel valued and respected? Does everyone have positive and meaningful connections? Does everyone feel psychologically safe? Is everyone thriving?

  • Studies show that a more diverse workplace leads to a more profitable organization. Companies that foster a caring and diverse work environment are able to tap into more of the discretionary goodwill of their people. Employees will bring more of themselves to work because they know their company cares.
    • McKinsey’s Diversity Matters report found companies in the top quartile for ethnic, racial and gender diversity in management were significantly more likely to have higher financial returns. Companies with diverse management teams also have 19% higher innovation revenue. (Please hyperlink this statement to the McKinsey report).
    • DE&I leads to greater team collaboration & creativity
    • Companies with DE&I in its culture are more responsiveness to customer needs
    • Companies are 2xs more likely to meet/exceed financial $ targets
    • Companies are 3xs more likely to be high performing
    • Companies are 6xs more likely to be innovative
    • Companies are 6xs more likely to be agile
    • Companies are 8xs more likely to have overall better business outcomes
    • Companies in the top quartile for racial and ethnic diversity are 30 percent more likely to have financial returns above their respective national industry medians
  • The cost of Diversity, Equity, & Inclusion is actually in not implementing it.
    • 98% of C-Suite level executives think employees feel their company is inclusive.
    • Only 80% of employees actually report feeling included in their workplaces.
    • Closing the 20% “Perception Gap”
      • The opportunity for Diversity, Equity, & Inclusion is huge and we are responsible to push this initiative ahead.
    • The perception gap of where we really are with Diversity, Equity, & Inclusion vs. where we need to be is costing companies nearly 1 trillion dollars.

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