{"id":68783,"date":"2021-07-13T08:00:46","date_gmt":"2021-07-13T12:00:46","guid":{"rendered":"https:\/\/prodweb.trainingindustry.com\/?post_type=articles&p=68783"},"modified":"2021-07-14T11:48:08","modified_gmt":"2021-07-14T15:48:08","slug":"inclusion-efforts-that-drive-behavior-change","status":"publish","type":"articles","link":"https:\/\/trainingindustry.com\/articles\/diversity-equity-and-inclusion\/inclusion-efforts-that-drive-behavior-change\/","title":{"rendered":"Inclusion Efforts That Drive Behavior Change"},"author":27,"featured_media":68785,"template":"","tags":[2007,2452,4026,2654,1893,29084],"class_list":["post-68783","articles","type-articles","status-publish","has-post-thumbnail","hentry","tag-behavior-change","tag-di","tag-dei","tag-diversity-and-inclusion","tag-inclusion","tag-inclusive-organizations","global_topic_tax-diversity-equity-and-inclusion"],"acf":{"sponsored":false,"gated":false,"gated_content_type":"","file_attachment":null,"gated_content":"","form_instruction_header":"To access the full article, please fill out the form below:","pardot_html_embed":"","author_override":true,"author_name":"LaTonya Jackson","author_image":68786,"author_bio":"LaTonya Jackson, Ed.D. is the Vice President of Services at Media Partners, an award-winning people skills and compliance training content producer. LaTonya is the co-author of the book\u00a05 Blinders to <\/em>Seeing Color<\/em>. A thought leader in DEIB, she is driven to develop a more equitable, inclusive world.","excerpt":"The objective of inclusivity is to treat everyone as an \u201cinsider,\u201d where there is a sense of belonging, trust and value that is genuine and shared across all team members.","main_content":"There\u2019s no shortage of data and insights that highlight the importance of inclusion in the workplace. McKinsey & Company has been investigating the business case for diversity since 2015, with its most recent report released in May 2020. The research is clear<\/a>: inclusion matters.\r\n\r\nMore specifically, we know that ethnically and gender-diverse companies<\/a> are more likely to outperform their peers, and that companies with improved representation have seen a corresponding increase in profitability<\/a>, while those that have not taken inclusivity measures have seen a negative impact on their bottom line.\r\n\r\nOften, diversity and inclusion are treated interchangeably, with companies claiming to be \u201cinclusive\u201d despite lacking diversity in the workplace. This begs the question, \u201cC<\/span>an you have <\/span>inclusion without diversity<\/span>?<\/span>\u201d Simply put, the answer is no. You can\u2019t have inclusion without both visible and invisible measures of diversity. Why? By definition, inclusion implies<\/span><\/i> diversity. If an organization values the perspectives and contributions of everyone and allows authenticity in how people show up at work, then they are inclusive. Conversely, if only the perspectives and contributions of people from certain groups are valued in an organization, then diversity may be present, but inclusion is not.\r\n\r\nTo clarify the difference between diversity and inclusion, let\u2019s take a closer look at what \u201cexclusion\u201d looks like.\r\n

Warning Signs of An Exclusive Work Environment<\/h2>\r\nExclusive workplace behaviors are those that focus on creating an \u201cus\u201d vs. \u201cthem\u201d environment. Subsequently, exclusive workplaces tend to be plagued by consistent microaggressions<\/a>, inaction when issues are presented, a lack of transparency and an expectation that employees must assimilate to the existing culture rather than bringing their authentic selves<\/a> to work.","full_width":false,"content_band":[{"acf_fc_layout":"social_callout","blockquote":"\"Ethnically and gender-diverse companies are more likely to outperform their peers.\""},{"acf_fc_layout":"content_area","wysiwyg":"To determine whether your work environment is exclusive, start by performing an inclusivity audit based on your organization\u2019s inclusion standards<\/a>. This will help you gauge how well current policies, practices and protocols meet the intent of any objective listed within the standard. While there are not yet internationally recognized standards for inclusivity, organizations such as Inclusive Project<\/a>, the Federal Reserve<\/a> and GLHV<\/a> can provide a framework from which to start.\r\n\r\nThe inclusivity audit will reveal the degree to which the following exclusive behaviors are present:\r\n