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“Our ability to reach unity in diversity will be the beauty and the test of our civilization.”― Mahatma Gandhi
Introduction
During the election campaign, political parties talked about women’s empowerment but if we look into the number of women candidates, the story is entirely different. Moreover, if we look at the number of women elected to the parliament, the number is minuscule as compared to what the politicians preach while requesting to vote for them.
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Content: ISO 30415: 2021: Diversity vs Inclusion
- What is Diversity and Inclusion?
- What are the key differences?
- What are the key similarities?
- Conclusion
Objective
As per ISO 30415: 2021 standard, developing an inclusive workplace requires an ongoing commitment to diversity and inclusion (D&I) to address inequalities in organizational systems, policies, processes and practices, as well as people’s conscious and unconscious biases and behaviours.
Diversity and Inclusion (D&I) are often used interchangeably rather than as Diversity vs Inclusion. Both have their distinct purpose and objectives. While this is understandable, and while one certainly is necessary to achieve the other, they’re two different concepts.
Once you go through the article, you will understand the meaning of Diversity and Inclusion, the key difference differences between them and their key purpose.
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Definition: ISO 30415: 2021
Bias (3.5): Tendency, inclination or opinion that is preconceived or unreasoned that hinders impartial judgement.
Diversity (3.7): Characteristics of differences and similarities between people. Diversity includes factors that influence the identities and perspectives that people bring when interacting at work.
Employee Resource Group- ERG (3.8): People with shared demographic and other diversity dimensions, and their allies. An ERG generally consists of people who join together in a network to share experiences and beliefs, and to promote diversity and inclusion in the workplace.
Equality (3.9): State of being equal, especially in status, rights, opportunities or outcomes.
Equity (3.10): Principle that policies, processes and practices should be fairly applied and individual needs recognized.
Fairness (3.11): Principle that everyone should be subject to procedures that are equitable and as far as possible free from systematic bias.
Inclusion (3.12): Practice of including all stakeholders in organizational contexts.
Voice (3.19): Way people communicate their views and influence matters that affect them.
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Detailed Information
As per the recent study by Harvard Business Review, companies with an above-average total diversity (meaning migration, industry, career path, gender, education and age diversity), had 19% higher innovation revenues and 9% higher EBIT margins. Yet only 40% of employees agree that their manager fosters an inclusive environment!
The studies show a strong correlative relationship between business performance and diversity. Organizations that have greater access to talent and increased employee engagement contribute to this performance effect. When the top management of the organization starts looking at DEI as a business case, the implementation will increase in a real sense.
The standard is relevant to the following United Nations Sustainable Development Goals (SDGs):
- (5) Gender Equality
- (8) Decent Work and Economic Growth
- (9) Industry, Innovation and Infrastructure
- (10) Reduced Inequality.
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For an organization, both Diversity and Inclusion are equally important and are not interchangeable. Under pressure to quickly ramp up Diversity, many times, to tick mark the box for Diversity, the organizations do some tokenism to portray that they follow the principles of Diversity like having a woman colleague in a team of all males or hiring a few employees from different nationalities/colour or hire a few people from a different religion. But tokenism does not help Diversity and is detrimental to Inclusivity too.
When thinking about Diversity and Inclusion, the context is paramount. Once we understand the context, it will become very easy to understand its importance and how to effectively implement both. Once it is effectively implemented, we can verify its effectiveness and what needs to be done to improve it further.
The tangible benefit of effectively implementing the principles of Diversity and Inclusion can be seen in the form of
- Economic growth
- Low employee turnover
- Sustainable growth
- Attracts and retains talent.
- High employee satisfaction index
| S.No. | DIVERSITY | INCLUSION |
| 1 | Diversity (3.7): Characteristics of differences and similarities between people. Diversity includes factors that influence the identities and perspectives that people bring when interacting at work. | Inclusion (3.12): Practice of including all stakeholders in organizational contexts. |
| 2 | Diversity in the workplace refers to a workforce that’s made up of people from, among other things, different ages, cultural backgrounds, geographies, physical abilities and disabilities, religions, genders, and sexual orientations.
Example: Hiring people from LGBTQ |
Inclusion is a ‘secret sauce’ wherein all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and contribute fully to the organization’s success.
Example: Making gender-neutral washroom |
| 3 | Diversity is about WHAT – it focuses on the makeup of your workforce.
Example: Providing training to the employees about the meaning and purpose of Diversity. |
Inclusion is about the HOW – creating a work environment and culture that enables all employees to participate and thrive.
Example: Flexible holiday calendar for people from different regions/ethnicity |
| 4 | Diversity is a MIX (Juicer Grinder Mixer) | Inclusion is making the MIX work (Juicer Grinder Mixer) |
| 5 | Diversity means hiring people from different backgrounds | Inclusion means creating a culture where everyone feels welcome and a part of the organization.
Example: Creating ERG (Employee Resource Group) as these peer-led groups provide safe spaces for team members to connect and share experiences. |
| 6 | Organizations focusing on Diversity gain interest from a wider range of potential candidates for jobs because more people with different backgrounds can relate to the organization. | Organizations focusing on Inclusion help in retaining talent as employees who feel that they are accepted and appreciated for who they are – no matter what their gender, age, perspectives or sexual orientation, are happier and thus less likely to leave. |
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Conclusion:
In conclusion, diversity and inclusion are distinct concepts with different approaches to achieving fairness and justice. Diversity emphasizes the importance of a workforce that’s made up of people from, among other things, different ages, cultural backgrounds, geographies, physical abilities and disabilities, religions, genders, and sexual orientations and it focuses on What. Inclusion is a ‘secret sauce’ wherein all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and contribute fully to the organization’s success. It talks about How.
Read More: https://bit.ly/ISO19011-2018Auditing
References:
ISO 30415: 2021
ISO 30408: 2016: HRM: Guidelines on Human Governance
ISO 30400: 2022: HRM: Vocabulary
Industry Experts
This is the 202nd article of this Quality Management series. Every weekend, you will find useful information that will make your Management System journey Productive. Please share it with your colleagues too.
In the words of Albert Einstein, “The important thing is never to stop questioning.” I invite you to ask anything about the above subject. Questions and answers are the lifeblood of learning, and we are all learning. I will answer all questions to the best of my ability and promise to keep personal information confidential.
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