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Diversity & Inclusion

Is "belonging" the essence of a diversity culture?

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In a recent report on Global Recruiting Trends 2018, LinkedIn has identified the top four trends in shaping the future of recruitment.

The biggest game charger identified in the report is diversity. This encompasses to include diversity, inclusion and belonging. This trend will be seen as a criterion for an organisation on whether they have mastered this challenge and if employees regard the organisation as a desirable place to work.

How are the three elements different from one another and how do they compliment each other to create an inclusive company culture?

Diversity refers to the inherent and acquired differences in gender, ethnicity, orientation and thinking styles among others. A diverse team have the potential to be more creative and provide a greater innovation for the organisation because of their various background.

Inclusion refers to the culture that accommodates diverse individuals and respect and guards against the alienation of anyone different through equitable treatment and mutual adaptation. This creates an environment where employees feel psychologically safe to be their truest self and share their ideas without fear of ridicule or retaliation.

Belonging refers to the fundamental need of everyone to be acknowledged as unique individuals to feel safe, respected and valued. When an employee has a sense of belonging, he/she forms a bond of identification and affiliation with their peers, leaders and of course, the organisation.
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It has been pointed out that diversity is incomplete without inclusion and it was previously assumed that the latter is merely an acknowledgement. However, research shows that inclusion played an important role in improving business performance and innovation hence it is now seen as an important core competency and not simply a passive acceptance of people.

We have designed a model of inclusive leadership which measure 8 competencies across 4 dimensions - the self, the interpersonal, the team and the organisation. This gives client valuable insight on where the leaders or team needs to work on.
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Do you think having a diverse program without a human work culture is perceived far less positively by employees? Would diversity and inclusion discourage employees from leaving work to seek a more “inclusive” work environment?
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