In light of current events, many employers are beginning to have the difficult but necessary conversations about what they can do to improve their organizational Diversity and Inclusion (D&I). And with good reason. Companies with greater diversity enjoy better performance on things like decision-making, innovation, and profits, and they also evaluate themselves more favorably.
All of this is valuable, but organizations must also think about the Inclusion piece of D&I. We might be able to achieve diversity on paper, but how can we ensure we’re addressing that equally vital inclusion component? One way to do this is to