The Fifth Estate has published a very interesting article titled, Why people hate on diversity and inclusion (and how to get them not to). It’s by the CEO of Diversity Council Australia, Lisa Annese. She argues that when diversity and inclusion fall on certain ears it raises hackles as being a problem. She quotes David Gaider, “Privilege is when you think something is not a problem because it’s not a problem to you personally.” Annese discusses the research that shows the more diverse a company’s workforce, the more satisfied the whole workplace is, and that leads to improved productivity. It should also lead to better service for their customers. They are a diverse lot too!
The introduction to the Accessible Recruitment Guide created by Media Access Australia, says it is “… to provide practical ‘real world’ guidance on how best to address accessibility-related issues in recruitment and human resources management. This handy summary covers everything from checking that you have an accessible Position Description; to making sure that online forms for reference checks or self-application are accessible to people with cognitive, vision or mobility disability; along with handy tips for improving accessible recruitment processes that you can implement immediately.” Another great resource from Media Access Australia.
Go to the Media Access Australia website to download your free copy of this great resource for HR professionals and recruiter.
“Diversity is being asked to the party; inclusion is being asked to dance.” This is a great quote from Verna Myers. Her context is the workplace and the employment and advancement of women and people of colour. But of course, it is relevant to all other groups that are seeking inclusion. The Harvard Business Review in its article, Diversity doesn’t stick without inclusion discusses this issue. It is one thing to have a diverse population, but that doesn’t mean equity or inclusion will automatically follow. The HBR puts it in the employment context, “Part of the problem is that “diversity” and “inclusion” are so often lumped together that they’re assumed to be the same thing. But that’s just not the case. In the context of the workplace, diversity equals representation. Without inclusion, however, the crucial connections that attract diverse talent, encourage their participation, foster innovation, and lead to business growth won’t happen.”
Editor’s note: I co-wrote a paper on inclusion being something where you have to wait for the “mainstream” group to invite you in. Inclusiveness is something that is present, it is happening now. You can see the slideshow version too which has some explanatory graphics.