Antonio Coffield-Diversity, Equity and Inclusion Training Matters for Business and Non-Profit Groups.

Business leaders and non-profits are keenly aware of the term’s diversity, equity, and inclusion. What many leaders face regarding those terms is how to turn the dialogue into action with the right intention.

For some, the desire to create greater diversity isn’t translating into reality as hoped in their design. For others, a lack of proper training may be responsible or a failure to commit to the mission plan after a faint attempt to change course.

Given today’s globally representative population in many of our states, there would be no better time than the present to define, discuss and support the inclusion of training related to diversity, equity, and inclusion.

Definition

Diversity

It is more than racial. Diversity includes all ways we differ in all characteristics that make us individuals. It is most popularly used to determine race, ethnicity, and gender. It includes age, national origin, religion, disability, sexual orientation, socio-economic status, education, marital status, language, and physical appearance.

Diversity may also include the diversity of thought related to ideas, perspectives and values. Diversity does include acceptance of individuals who may affiliate with multiple identities as well.

Equity

This is simply the fair treatment, advancement, opportunity, and access for all. Equity also strives to identify and eliminate barriers that prevent full participation of some groups. The improvement of equity increases justice and fairness within a company or non-profits procedures, institutions or systems including the distribution of resources.

In order to deal with the challenge of equity, we must first examine and identify the root cause where the disparity began to appear. Building on the root cause of knowledge and awareness as the foundation will only serve to strengthen its resolve to not be repeated in the future.

It should be noted that equity and equality have differing meanings. Equality denotes that everyone is at the same level. Equity, on the other hand, refers to the qualities of justness, fairness in the outcome and impartiality. In short, equality equals quantity while equity equals quality.

Inclusion

The goal of inclusion is to create environments where any individual or group can feel welcomed, respected, supported and valued. This environment embraces differences and offers respectful words and actions for all people to participate fully.

Keep in mind though that while an inclusion group is diverse, a diverse group is not always inclusive. We must also be mindful that recognition of ‘implicit bias’ (unconscious bias) helps organizations addressing issues of inclusivity to be more deliberate in their defense.

Making the Case

1. Each person has value to contribute. This is the moral (justice) case to be made. Knowing this to be fact, we must address barriers and historical factors that have led to the marginalization of the particular population. For example, racial equity sees a non-racial biased future with the distribution of wealth, societies benefits and burdens not affected by a person’s skin color.
2. The economic case is based on the fact that organizations that draw from a diverse talent pool are stronger and promote greater efficiency. Discrimination is seen as inefficient by economists as it has clearly been shown to be a great misallocation of human resources.
3. Regarding marketing as a case point, it is the nature of organizations core operations to reflect the diversity of their market base. The power of minority buying power in the United States is growing faster than ever before. The majority of the population in the United States will be non-white by 2043 according to the U.S. Census Bureau. In the non-profits sector, clients are customers and it is expected today for them to see their own diversity represented. This also applies to donors and philanthropic endowments. Though obvious, it should still be noted that diverse leadership is more likely to understand the needs of a diverse client base.
4. Examining the results case shows diverse teams led to greater outputs. It is fact that diverse groups of problem solvers, clearly outperform groups of ‘the best’ individuals at problem-solving. Diverse leadership in business and non-profits, with diversity experience behind them, tend to lead to better solutions related to social problems.

It Matters Today

This conversation is needed more today than ever before. Recent social movements have taken priority of our social consciousness; Black Lives Matters, #metoo, attacks on Jewish and Muslim places of worship, marriage inequality, and mass incarceration all focus on inequities within our country.

Many businesses and non-profits are openly discussing their own shortcomings regarding diversity and inclusion and their responses based on real examples of how it will benefit the bottom line.

The philanthropic sector is collecting data to track the progress or lack thereof, of their recipients. This has led to more foundations reporting their own demographic data as well as data from grantees.

Roles

Organizations that prioritize and respects diversity, equity and inclusion create environments of valued individuals across varying dimensions. Inclusive organizations foster cultures more focused on the goals of the business or non-profit and are less prone to be distracted by major bias issues. This is clearly a strategic issue, not a human resource one. The efforts of which are seen in the organizations, mission statement, vision and incorporated in the strategic plan.

Leaders must invest the time, resources and tenacity to see progress achieved. Through a collaboration of diverse resources, solving an organizations goal to achieve equity and inclusion will be reached sooner than later.