30 Insights from the 2019 Diversity & Inclusion Conference

“I note the obvious differences between each sort and type. But we are more alike, my friends, than we are unalike.”

Maya Angelou, poet

Building Bridges and Creating Cultures Where Everyone Belongs

While companies can hire a diverse workforce, they can’t hire their way to inclusion—they need to change the entire culture to become more inclusive. And until they address the culture, systems, and policies, nothing will change. They can start altering the culture by viewing diversity and inclusion (D&I) differently. It should no longer be viewed as a short-term or standalone venture—it needs to be intentional and incorporated into how the organization operates, including recruiting, talent development, decision making, and growth strategy. They can further foster greater understanding through discussions and role-playing, using employee resource groups (ERGs) to improve policies, and examining their decision-making processes to see where bias may creep in.

When 301 practitioners and experts met to discuss diversity and inclusion, we took notes. Here are the highlights:

Suspend your assumptions, encourage others to share their experiences, and find out what a person really needs to create a greater sense of belonging.

Each employee and customer/client are made up of their own layers or dimensions of diversity, which can affect authentic relationships and one’s sense of belonging. These dimensions include:

Personality An individual’s likes and dislikes, values, and beliefs. These are often shaped early in life.
Internal factors Things a person has no control over, such as gender, ethnicity, race, and age.
External factors Things that change over the course of one’s life, such as moving somewhere unfamiliar.
Organizational factors Things that can happen in an organization that change one’s perception, such as a coworker moving into a leadership pos

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