Why Diversity and Inclusion Are So Different

Seeking out diverse talent of varied and rich backgrounds, viewpoints, and experiences makes for higher quality teams, discussions, and decisions. Teams that are more diverse simply outperform teams that are more homogeneous. This is now a well-established and empirically supported fact. 

Results-based leaders are smart when they move to increase and expand the diversity of the team across multiple dimensions. They know that everyone benefits when the team is comprised of more backgrounds, perspectives, and experiences. But expanding team diversity is just the first step in realizing the full benefits of plural ways of thinking. 

Diverse talent, especially those new to the team, is often reluctant to engage fully in the team conversation. As with any talent not yet socialized into team culture, they need to feel welcome to engage in the discussion and encouraged to offer their candid views. Author Verna Meyers put it this way: “Diversity is being invited to the party. Inclusion is being asked to dance.” 

Including people is more than suggesting they are welcome to contribute. Good leaders go further. They create venues, opportunities, and openings where new and diverse talent can shine. They often co-create discussions with diverse talent to lend their credibility to the points being made. Dancing means including this talent in the most important projects and assignments. 

Inclusion doesn’t occur in days or weeks but is measured in months. A sustained focus on involving diverse talent and seeking their views is what brings the power of diversity to the team. The rich tapestry of diversity is woven into the fabric of a team when leaders do their part. Teams are diminished when they don’t include those with different points of view.