3 Requirements for a Diverse and Inclusive Culture

By on October 16, 2018

From Gallup:  The past two years have been marked by an uptick in awareness of the many challenges organizations and society face in identifying and truly understanding the unique differences among people.

From the #MeToo movement to various headline scandals, diversity and inclusion have been brought to the forefront of workplace dialogue.

However, this dialogue has been convoluted by the somewhat rash conflation of “diversity” and “inclusion,” without much attention paid to the nuances of the two and the implications each has on people-related strategies and practices.

Gallup’s research indicates recognizing that diversity and inclusion are very different things is the first step in the journey toward creating a uniquely diverse and inclusive culture.


Diversity represents the full spectrum of human demographic differences — race, religion, gender, sexual orientation, age, socio-economic status or physical disability. A lot of companies consider lifestyles, personality characteristics, perspectives, opinions, family composition, education level or tenure elements of diversity, too.

For decades, companies have put intentional effort into hiring and promoting on the basis of diversity — 55% of respondents to a Society for Human Resource Management survey “very strongly” or “strongly agree” that their employers’ policies promote diversity and inclusion, and both issues are rated as an important issue by 69% of execs, according to a Deloitte study.

These data suggest that building diversity throughout an organization is becoming more of a “must do” than a “nice to do” for both ethical and business reasons.

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About Dede Hance