Diversity who is who

Founded in , GDP pioneered a new approach to business and management consultancy based on embedding principles of diversity and inclusion across organisations, impacting every business division and department. Our global network of consultants, trainers, researchers, learning designers and delivery partners work globally and virtually to deliver outstanding results and exceptional value. Diversity is any dimension that can be used to differentiate groups and people from one another.

Understanding one another Diversity allows for the exploration of these differences in a safe, positive, and nurturing environment. Recognising our differences Each individual in an organisation brings with them a diverse set of perspectives, work and life experiences, as well as religious and cultural differences.

Contact us to find out more Inclusion Appreciating our differences. Inclusion is a sense of belonging. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment.

It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual. Diversity is a reality created by individuals and groups from a broad spectrum of demographic and philosophical differences. It is extremely important to support and protect diversity because by valuing individuals and groups free from prejudice and by fostering a climate where equity and mutual respect are intrinsic, we will create a success-oriented, cooperative, and caring community that draws intellectual strength and produces innovative solutions from the synergy of its people.

Diversity is a set of conscious practices that involve:. Diversity includes, therefore, knowing how to relate to those qualities and conditions that are different from our own and outside the groups to which we belong, yet are present in other individuals and groups.

Finally, we acknowledge that categories of difference are not always fixed but also can be fluid, we respect individual rights to self-identification, and we recognize that no one culture is intrinsically superior to another.

Diversity Training - Understanding how our differences may effect or influence our relationships at work peers, subordinate, boss, and customers - intentionally or unintentionally. Your information We collect and use up-to-date information about you to provide efficient, high quality services.

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You'll be taken to our secure self-service site. The best way to reduce unconscious biases is to become aware of them. Start here with 16 examples of unconscious bias and tips to reduce them.

In the simplest of terms, diversity and inclusion encompass a group of unique individuals who acquaint and integrate with one another, but each are entirely different concepts with separate benefits. Workplaces that prioritize diversity and inclusion efforts have been statistically proven to be safer, happier and more productive work environments. Diversity incorporates all of the elements that make individuals unique from one another, and while there are infinite differences in humans, most of us subconsciously define diversity by a few social categories , such as gender, race, age and so forth.

In the United States, the Equal Employment Opportunity Commission EEOC enforces laws to protect individual employees in the workplace based on specified social categories that commonly face discrimination in American culture. These social categories are typically defined in some version of a Non-Discrimination Statement and Policy, such as this one by the US government:.

There are certainly more visible and invisible elements that make individuals diverse from one another than those defined by these statements, but these broad categories can help companies identify gaps in diversity. They also provide measurable metrics for companies to set goals and make concerted efforts to boost diversity in the workplace.

These are solid first steps in creating a more diverse work environment, but we must all hold our leadership accountable for following through on these actions. These companies are dedicated to diversity and have implemented hiring practices to promote it. Find out who's hiring now. Inclusion in the workplace is all about understanding and respect. Creating a work environment where everyone feels accepted and where everyone is part of the decision-making process is incredibly challenging and needs constant support to make it work.

According to the Harvard Business Review , promoting and measuring inclusion among employees is extremely difficult. Then, People teams must consistently gather feedback from all employees regarding their current or proposed efforts.

Diversity refers to the traits and characteristics that make people unique while inclusion refers to the behaviors and social norms that ensure people feel welcome. Not only is inclusivity crucial for diversity efforts to succeed, but creating an inclusive culture will prove beneficial for employee engagement and productivity. Diversity focuses on the demographics of your workplace gender, race, age, professional background, sexual orientation, etc. Though diversity and inclusion may be different, you cannot have either without first establishing a culture that embraces different perspectives.