![]() Learn more about our People & Organizational Performance and Strategy & Corporate Finance practices. As a result, many feel like an “only” at work and are more likely to experience microaggressions they might feel unable to talk openly and comfortably about themselves, for example, or need constantly to correct assumptions about their personal lives.” In an episode of the McKinsey Talks Talent podcast on the inclusive workplace, McKinsey partner and DEI expert Diana Ellsworth shared an example of how a lack of inclusion can manifest in workplace culture: “The LGBTQ+ community is underrepresented in the workplace, especially at more senior levels. Companies that are intent on recruiting a diverse workforce must also strive to develop a sufficiently inclusive culture, such that all employees feel their voices will be heard-critical if organizations want to retain their talent and unlock the power of their diverse workforce. Inclusion refers to how the workforce experiences the workplace and the degree to which organizations embrace all employees and enable them to make meaningful contributions.We pay them nothing.’ The people who can afford an entire summer without getting paid are likely already coming from a position of privilege.” Suppose we said, ‘All interns are created equal. In an episode of the McKinsey Talks Talent podcast on the inclusive workplace, McKinsey senior partner and talent expert Bill Schaninger offers a view on the implications of equity when sourcing talent: “There’s a real difference between equal and equitable. While equality assumes that all people should be treated the same, equity takes into consideration a person’s unique circumstances, adjusting treatment accordingly so that the end result is equal. Equity differs from equality in a subtle but important way. Equity refers to fair treatment for all people, so that the norms, practices, and policies in place ensure identity is not predictive of opportunities or workplace outcomes.But it’s also important to have diversity in how people think.” “We tend to think about that in terms of things like racial diversity and gender diversity and ethnic diversity. “There’s lots of talk about diversity these days,” says Thaler. Nobel Prize winner Richard Thaler touches on this in an interview with McKinsey on debiasing the corporation. These are a few of the most common examples, but what is considered diverse can range widely. Physical ability and neurodiversity: Are the perspectives of people with disabilities, whether apparent or not, accounted for?.Ethnic diversity: Do people in a group share common national or cultural traditions, or do they represent different backgrounds?.Age diversity: Are people in a group from mostly one generation, or is there a mix of ages?.Gender diversity: What makes up the composition of men, women, and nonbinary people in a given population?.Some examples of diversity in workplaces include: It’s important to grasp the individual meanings and implications of each of these terms:ĭiversity refers to who is represented in the workforce. But all of these terms are also easily misunderstood. Some organizations include related concepts, such as belonging, in their DEI strategies. What are the differences between diversity, equity, and inclusion?ĭiversity, equity, and inclusion are often grouped together because they are interconnected and it is only in combination that their true impact emerges. Over the past few years, many organizations have taken strides to build diversity, equity, and inclusion into their policies and hiring practices. With DEI in mind, companies are considering how to better support employees. While concepts such as biodiversity are important offshoots of the core idea of diversity, this article focuses on diversity, equity, and inclusion in business and society rather than in other contexts.Ĭompanies that are diverse, equitable, and inclusive are better able to respond to challenges, win top talent, and meet the needs of different customer bases. ![]() Quite simply, diversity, equity, and inclusion (DEI) is used to describe three values that many organizations today strive to embody to help meet the needs of people from all walks of life. If diversity is another word for variety, how can it enhance or flavor the world?ĭiversity-through the lenses of race, ethnicity, ability, gender, sexual orientation, neurodiversity, and beyond-can help to strengthen organizations, as studies have shown time and again. Variety, as they say, is the spice of life. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |