Inclusion and diversity programs began in the workplace in the 1960s, following the introduction of equal employment laws in the Civil Rights Act of 1964, one of Martin Luther King Jr.’s key achievements in embracing a diverse coalition of people from different backgrounds.
Prior to this, many companies had a known history of racial and age discrimination, as described in the Employment Act 1967.
Diversity, Equity and Inclusion (DEI) is now a strategic part of many industries. Studies have shown that inclusion, diversity and equity generate higher revenues. Studies have shown that diverse companies generate 19% more revenue from innovation than less diverse companies; another study found that diverse companies have 2.3 times the cash flow of companies with a more monolithic workforce.
Defining Diversity and Inclusion in the workforce
Diversity goes beyond racial representation; it means organisations that include people of different genders, with a variety of unique backgrounds, experiences and socio-economic and cultural diversity.
Inclusion is about creating an environment where diversity thrives. An inclusive work environment allows employees from diverse backgrounds to feel welcome, bring their best and most authentic selves to the workplace and create an overall sense of belonging.
Research has already shown that both are extremely important to an organisation’s success, and it should start at the top: if your leadership team lacks diversity, then the organisation is missing a key opportunity to create an inclusive culture. Conversely, organisations that view diversity as a trend are missing out on the real value that comes with a truly diverse and inclusive organisation.
Aim of this project
Human beings are complex individuals, where the experiences that individuals have had in the past and the environment in which they have grown up have a significant impact on their decision making in later life, take for example a CEO who grew up in a family with racial issues, a family where their ancestors did not consider black people or women to be professionals rather than raising children, even in the 21st century the latter examples still exist. This CEO from our example, who grew up in this environment, might become very judgmental and might have difficulties in selecting their leadership team to be diverse; furthermore, it might be difficult for this CEO to show and provide the right inclusiveness to their team and organisation.
This paper will look at how Inner Management as a tool can help senior managers (CEOs, VPs, CFOs, etc.) of any type of organisation to overcome judgement and open their minds to bringing the right people into their workplace.
1. How the Work of Dr. Martin Luther King Jr. Was About Diversity, Equity, and Inclusion; M. Bright
2. Evolution of Diversity in the Workplace
3. Business Workplace Diversity Revenue
4. How Diverse Leadership Teams Boost Innovation
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