Diversity, Equity & Inclusion — embedding inclusion in everyday practice

Why invest in inclusion?

Diverse teams are smarter (*1): they make better decisions and are more innovative and creative. That is

because diversity challenges the brain to move beyond ingrained routines and familiar ways of thinking.

To realise this added value, organisations must actively invest in inclusion.

The first step is recruiting without bias, so you attract the best possible talent.
The second step is building an inclusive culture, so people stay, perform and thrive.

In an inclusive culture, differences are seen as a strength — in teams and in collaboration. At the same time, people recognise that our thinking is not neutral. Our brain prefers what is familiar; we have automatic preferences for people who resemble us and for the status quo.

Inclusive organisations create psychological safety, so these “mindbugs” can be called out and addressed. Management plays a key role by shaping contexts and processes in ways that reduce the impact of bias on everyday decisions.

The result of investing in inclusion? Improved performance(*2): higher engagement, lower turnover and greater innovation.

*1: HBR (2016) "Why Diverse Teams Are Smarter"

*2: HBR (2016) "Diverse Teams Feel Less Comfortable and That Is Why They Perform Better"