By Samiksha Chaudhuri “We should try to leave the world a better place than when we entered it.”—Michio Kaku Inclusiveness, diversity, and belonging in the workplace have become essential parts of a ubiquitous, ever-present ideology for organizations. Diversity and inclusion are quickly moving to the top of organizations’ lists of priorities because of the value they add. Not only do they contribute to creating a happier, more discretionary, and productive workforce, they also improve the organizations’ financial performance, as multiple studies have reported. Still, one of the biggest challenges we face today is creating a diverse and inclusive environment for the workforce. Achieving true diversity and inclusion takes more than a training video or a session about being polite to coworkers. Many reputed organizations have been taking measures across multiple fronts—including hiring, promotions, opportunities, behavior, and more—to instill, improve, and constantly monitor these principles. Awareness of the business case for inclusion and diversity is on the rise. While social justice is typically the initial impetus behind these efforts, companies have increasingly begun to regard inclusion, diversity, and belonging as a source of competitive advantage—and more specifically, as a key enabler of growth. Read More
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