Much work has been done by past generations, people of color, women and those who are part of the LGBTQIA+ community so that organizations are now beginning to take more interest in promoting and encouraging diversity, equity and inclusion in their internal policies.
Human resources, talent scouts and other consultants are increasingly open to look for diverse profiles. They have understood that one of the premises for good recruitment and future retention of talent is to have an organization that values its employees and provides them with a healthy environment to develop.
Today a company cannot afford not to be competitive, so one of the ways to stay current is to attract as much talent as possible. And, when it comes to talent, there can be no exclusion. There is a consensus in making it visible and understanding that the workplace is a part of our society where many realities also converge.
Diversity goes beyond increasing the number of different identity-group affiliations on the payroll to recognizing that such an effort is merely the first step in managing a diverse workforce for the organization's utmost benefit.
Recent studies claim that "treating other employees equally" can be counterproductive to inclusion, the key is equitable treatment, thus allowing the organization through Human Resources or Human Talent to focus more on individual needs. Equity asks us to recognize that everyone has different needs, experiences and opportunities.
The desired transformation, however, requires a fundamental change in the attitudes and behaviors of an organization's leadership. And that will come only when senior managers abandon an underlying and flawed assumption about diversity and replace it with a broader understanding.
Finally, true inclusion in the workplace removes barriers, discrimination and intolerance to ensure that all employees feel included and supported. Diversity makes an organization much more effective and successful. It is argued, then, that diversity is good for business.