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.
At the risk of being reductive, one way of looking at the difference is to think of diversity as quantifiable: this many and that many. Inclusion is more cultural, a general openness and welcoming spirit. When done well, diversity and inclusion naturally drive each other to benefit all.
It’s easier to describe them done poorly, such as when the focus is on numbers and other superficial aspects of diversity or when diverse hires are not supported or even welcomed.
At the risk of being reductive, one way of looking at the difference is to think of diversity as quantifiable: this many and that many. Inclusion is more cultural, a general openness and welcoming spirit. When done well, diversity and inclusion naturally drive each other to benefit all.
What are the practices that “done well” might look like?
It’s easier to describe them done poorly, such as when the focus is on numbers and other superficial aspects of diversity or when diverse hires are not supported or even welcomed.