“Diversity and Inclusion”, what is it about?

Diversity & Inclusion can be seen as one of the new focal points in the business strategy of organizations. When companies are committed to Diversity & Inclusion, you'll see that they are communicating it everywhere. They will show that they understand what the missing link is in the status state of diversity policy and that they want to go in a new direction that is better for people and the world. The solutions are there: attracting and hiring new people, innovative marketing, making a bold statement, communication, top-down leadership for holistic implementation - to name a few. Diversity seems to be the latest trend that everyone wants to hop onto.

For good reason, as a successful diversity policy turns out to be very beneficial for companies: it is beneficial for the people who work there and the company itself. Employees are more satisfied, work harder, and are more committed, resulting in increased engagement, creativity, and innovation. Overall, companies that commit to diversity do better. This is also examined by Mckinsey in their three series reports: Why diversity matters (2015) and Delivering through diversity (2018), and Diversity wins (2020).

If we look at it from this perspective, it is a win-win situation for both sides. On the one hand, it will generate a positive impact on organizational performance for the company. On the other hand, the people are happier. But what if these solutions only push the problem forward?

I hypothesize that we have the right tools in our hands. However, I think we have to take the time to grasp what the problem is before we start using the tools. Only if we can define the problem, can we properly measure the outcome. So, what is diversity & inclusion about?

Diversity & Identity

It starts with defining the concepts of diversity and inclusion. They are concepts that are almost always used together but they mean something different. They can merge into each other, but this doesn't have to be the case. An organization can be diverse, but not inclusive.

Diversity is recognizing the plurality of identity.

The plurality of identity within society, culture, group, individual, etc. The recognition that we are not all the same.

Inclusion is equality in diversity.

Accepting the equivalence of the other identity(s).

Once there is a shared context of different identities, the concepts of diversity and inclusion come into play, and they are ready to merge.

In the case of a lack of diversity, only 1 (shared) identity is assumed as the norm. In the absence of inclusion, there is no equality between the different identities but only focus on the identity of the norm, with the result that that norm can exclude and disadvantage those other identities. Here, a double consciousness can arise for the minority identity because the 'I' (minority) that perceives itself as 'itself' perceives the identity judgment of another, causing him to become disoriented about who he is. He sees that the norm favors like-minded people who are different from him, but equal to them. In doing so, he assimilates into the prevailing identity of which the norm embodies. He is alienated from himself because he leaves his own identity in the shadows and has perceived that being different (the person he is) has no benefit.

If we look at this on a cultural level:

• A lack of diversity means not recognizing the plurality of the different identities (of groups within) a shared (corporate) culture.

• A lack of inclusion means one shared identity becomes the focus, resulting in a certain norm that can exclude and disadvantage other identities.

The lack is noticeable in the fact that:

• Not all individuals receive the same treatment within a (corporate) culture, because it is focused on one shared identity.

• Not all individuals have access to the same facilities, help, subcultures, resources, and opportunities because they do not receive equal treatment within the culture

• It pays to adapt to the norm to get equal treatment and the same benefits

This results in:

• Acculturation: one group (forcibly) takes over the shared identity of the other group

• Cultural cloning: The dominant group sets its identity as a condition for being included in the culture

• Exclusion

Awareness & Understanding

I think that there’s a knowledge problem. It seems that we do not all automatically recognize that plurality and embrace equality. The answers, I believe, are in the concepts of empathy & acceptance. Empathy is the answer to a lack of diversity and acceptance is the answer to a lack of inclusion. Putting yourself in someone else's shoes creates empathy, so you recognize the plurality of identity. You become "aware" and recognize the difference.

Empathy alone is not enough. I can empathize with another person and still find that person inferior or treat them differently. Acceptance is the key. Acceptance literally means “not trying to change something”. It’s about understanding that someone is different, and understanding that this is okay.

I think that is indicative of the problem. If there is no acceptance, then the norm consciously or unconsciously tries to change everyone outside the norm. So, acceptance is the behavior of agreeing to plurality and not trying to change it. You acknowledge and accept the identity of all as part of the shared context.

It all starts with awareness and understanding. This is the point where we as people can make a difference.

Double consciousness as the bridge

As stated, Double Consciousness shows a split identity. To give an example from my personal experience: Double Consciousness is both negative for me as a person, and for organizations that I work for. I am not truly myself, because I am hyper-sensitive to reactions of the norm. This results in assimilation, withdrawal, and possibly, exclusion.

My research attempts to demonstrate that Double Consciousness is a key concept in understanding Diversity & inclusion. It can be seen as something negative, by the fact that it stems from historical negative experiences. However, I want to use this concept and reintroduce it as a key concept that helps to measure if organizations are diverse and inclusive. More on that in the next article.

Want to know more, stay stuned!