When we talk about diversity, we’re referring to the range of differences and similarities among the people in an organization. Diversity initiatives that stop at “valuing” these apparent differences and righting past wrongs never achieve the momentum needed for real culture change. In the 21st century, diversity management is much more about creating an inclusive environment that…

…welcomes the talents of all people with all the differences they bring to work

…creates systems, structures and cultural norms that leverage these
differences and eliminate any disadvantages they might have brought in the past

…goes beyond representation and respect to fully integrating everyone into the heart of the enterprise.

Inclusion is an active and dynamic state. It requires reflection, risk, courage and
work –– personal, professional and organizational. Organizations that make this effort release a higher percentage of employees’ discretionary effort, and claim increased productivity and engagement, greater innovation and a reputation as
an employer of choice for all groups.