Diversity and inclusion—both are words employers have focused on for years now. And more recently, equity has joined the list of terms getting attention from forward-thinking organizations.
But “balance” and “belonging” may be even better ways to approach efforts to improve an organization’s culture, according to Aubrey Blanche, global head of equitable design and impact at Culture Amp, a company offering performance and engagement solutions to employers. But no matter what words are used, data are key to getting results.
Blanche says the transition to diversity, equity, and inclusion (DEI) represents a maturing of the way organizations think about creating culturally healthy organizations.
Once the focus was on benefiting from having a diverse workforce—one made up of people from various backgrounds with differing strengths and points of view. Then the emphasis moved toward incorporating inclusion into the picture, meaning organizations tried to create environments where a diverse group of employees felt respected, supported, and valued. Equity—more than equality—is another important component because it focuses on giving individuals what they need to thrive.
Blanche uses the example of a step stool to illustrate how equity differs from equality. She is short, so to get something off a high shelf, she needs a step stool. An equality approach would make sure everyone in the organization had a step stool, even though a tall person wouldn’t need one.
Focusing on equity instead of equality means she gets a step stool because she needs one, and the taller people in the organization get the tools they need to succeed instead of getting the step stool they don’t need. Read more here…
Source: HR Daily Advisor