A clear strategy, practice, and 100% team alignment are needed to improve diversity and inclusion practices in the workplace—no matter the size of your institution.
A simple way to define diversity and inclusion is to think of diversity as being invited to a party and inclusion as being asked to dance when you get there. Stefan Beiten recommends ways to show how to be a better advocate for diversity and inclusion at work in an Argo Venture Studio article.
Use data to advocate for diversity. “It’s your job as the change-maker to have a clear understanding of the nuances of diversity and inclusion, how to promote such initiatives with a top-down approach and address any common misconceptions,” Beiten writes. Read books such as Driven by Difference and Giving Notice. Arm yourself with statistics that show how diverse teams outperform non-diverse teams and how a diverse team can help you reach a broader audience.
Sensitivity training and unconscious bias. “Aside from unconscious bias, people may say or do things unknowingly that cause harm to others in the form of microaggressions and microinequities,” Beiten explains. “To ensure inclusion, you might even have to formally introduce training programs offered by third parties that bypass the issue of organizational bias.”
Revamp your workplace culture. "An inclusive culture is one where all individuals feel that they can contribute, be themselves, be treated equally, and be in an environment that is nonhostile. Some ways to start creating an inclusive culture include soliciting feedback, embracing disagreement and empathy, and hosting social activities," Beiten suggests.
Going beyond identity. Some aspects of diversity include:
