Are Diversity and Inclusion and recognition of Diversity the right words to use? Have they just become jargon for human resource policies and not much changes? An article in the World Economic Forum newsletter says Diversity, Equity and Inclusion have failed. Belonging, Dignity and Justice are proposed instead. The reasons are explained.
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- The existing diversity, equity and inclusion initiatives only expose discriminatory attitudes and do nothing to change things
- These programs are still based in white dominant culture
- Belonging, dignity and justice are alternative values that are about the experiences of marginalised people
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Belonging is about feeling welcome, dignity is about be a person, and justice is about restoring and repairing individuals.
Although the article is by a practitioner in this space, the information in the article is useful for any organisation wanting to improve diversity and inclusion in the workplace. In essence, it is about embedding the principles in all policies and practices both inside and outside the organisation.
We are reminded that the work done today on diversity and inclusion creates a legacy for future generations. The title of the article is, Diversity, Equity and Inclusion have failed. How about Belonging, Dignity and Justice instead?
The office: Inclusion, Empowerment and Belonging
Many people spend a great deal of their week in the workplace. It is a micro community where people share experiences and develop connections. The birthday cake is one way to encourage meaningful social connections. But are all workers feeling like they belong in the office? Inclusion, empowerment and belonging are important factors for a productive workforce.
An article in Sourceable asks us to think about the physical design of offices as well as workplace practices. Linh Pham begins the discussion with her own experience of coming to Australia with her family as a refugee. She reminds us that concepts of diversity and inclusion are relatively new. But they are no longer “nice-to-have” – they are “must-have”.
New parents are discussed in terms of childcare facilities. One in five couple families with small children have both parents working full time. Thoughtful office design makes the workplace more welcoming for people with various disabilities.
Pham suggests that programs to reduce inequality are essential. But the commitment to inclusion can go beyond the office to involvement in activities such as International Women’s Day. Nicely put together drawing on all marginalised groups and statistics.
The title of the article is Building empowerment and inclusiveness.