Diversity Deep Dive

According to the World Health Organization, as of April 2020, the novel coronavirus has infected more than two million people in 213 countries. Worldwide there have been reports of anti-Asian discrimination. According to the Asian Pacific Policy & Planning Council, the United States has seen a 17% increase in discriminatory behavior since the onset of the global pandemic. The behavior ranged from harassment, childhood bullying, being barred from establishments, to verbal and physical attacks. At the cornerstone of diversity and inclusion are respect, civility, compassion, understanding, and empathy toward all humanity. Diversity defines how we describe our unique characteristics and differences. Inclusion is how well we are embraced and welcomed. Belonging transcends both diversity and inclusion; it is a sense of being able to unmask and be who we truly are in the workplace and all spaces we occupy without labels, stereotypes, fear, or feeling uncomfortable.

Successful inclusion efforts ensure that all groups, regardless of demographic differences, are acknowledged, welcomed, and respected in the workplace. Veterans represent a large community of often untapped talent. According to a recent Miltary.com article, women veterans are more likely to struggle with their identity when they transition to civilian service than men.* Finding success after service can be filled with challenges and struggles. Employers can work to create a community that supports success after service for transitioning veterans. In the words of U.S. Veteran and Senator Tammy Duckworth, “We owe it to all our veterans to make sure they have a chance to achieve the American Dream, just like the rest of us.”

Diversity and inclusion are built on the cornerstone of respect and acceptance. Yet, according to a recent study by the Human Rights Campaign Foundation, almost 50% of LGBTQ workers remain closeted in the workplace.* It’s a time to ask are we creating safe spaces where everyone can bring their whole selves into the workplace. In the words of author, Steve Maraboli, “How would your life be different if you stopped making negative judgmental assumptions about people you encounter? Let today be the day you look for the good in everyone you meet and respect their journey.”

Established almost 20 years ago, DiversityInc continues to be the “Gold Standard” for companies who want to be recognized for their D&I efforts. As a trailblazer in diversity media and analytics, DiversityInc has earned the reputation as a credible source for rating premium companies on their diversity and inclusion-management programs. DiversityInc deploys a rigorous, objective, step-by-step empirically driven evaluation to globally recognized corporations each year with over 1800 corporations participating last year. A recent survey demonstrates that many of the employers on this list consistently outperform the Dow Jones Industrial Average, in many instances year over year.

Diversity encompasses specific individual demographics and traits; whereas inclusion centers on how well we embrace, accept, and remove barriers to give everyone an equal chance at success. In today’s workforce many people desire more than diversity and inclusion, they are searching for belonging. According to a recent LinkedIn survey* of 6,000 global professionals, it indicated that the following actions lead to a culture of belonging: 1) being recognized for accomplishments - 59% 2) having opportunities to express opinions freely – 51%, and 3) feeling that their contributions in meetings are valued – 50%. Yet, why do some employers fall short by focusing on one or two aspects of diversity? True inclusion happens at the intersection of diversity and belonging. In the words of the late Kofi Anan, “We may have different religions, different languages, different colored skin, but we all belong to one human race.”

Most organizational diversity and inclusion efforts lead with the following two goals: 

The United Nations established 17 Sustainable Development Goals (SDGs) to impact the world by 2030.* SDG goal number 5 is focused on achieving gender equality and empowering all women and girls. Today our guest, Mariela Romero, is inspiring women and girls every day in her role as the Regional Community Empowerment Director for Univision Communications as well as the anchor and host of Conexión Fin de Semana.

According to a Pew Research study, 45% of those surveyed viewed diverse perspectives and equality as top reasons to improve workplace diversity. A comprehensive diversity and inclusion strategy helps businesses extend their reach and impact in the talent market, fuel innovation and drive better business outcomes.