Here are three no-cost, very simple diversity management practices you can begin today. You may think that these are so obvious, you don’t need to be told, but I want you to be aware of whether or not you practice these with people who are very different than you, or who you don’t know. It’s easy to greet the same people every day, however, I’m suggesting you move out of your comfort zone. You’ll rapidly notice your comfort zone expanding as well as employee participation and creativity.
1- Everyone is seen, as part of the organization’s diversity and the goal is to make everyone’s needs and concerns a part of the mainstream diversity effort.
Six years ago, I described how Inclusion-related policies and legal regulations have long been part of economic and social change, and, at times, part of emotional and combustible debate. Inclusion took 50 years of wrangling after the first Women’s Suffrage conference in the mid-1800s to achieve a constitutional amendment granting women the vote. It took another 50 years for the Civil Rights Movement to seriously impact the workplace and establishment of the Equal Employment Opportunity Commission (EEOC). Now, with COVID-19 and serious calls for racial justice, we are seeing another major societal and economic transformation that questions how we can achieve an inclusive diversity.
