We can imagine what a diverse environment or workplace would look like, but do we understand what a diverse environment would sound like, or how it would act as an organization?  Diversity means, variety or a range of different things.  This includes physical traits as well as attitudes, beliefs, cultures, language and so much more.  So then, how do we take the next step and become an inclusive community?

Recently, Charles Orgbon from Green Forward led one of our discussions (see the full discussion below) and gave this insightful quote.

“Bringing in people who are different and expecting them to think, act, and be like everyone else is oppressive and confines the diversity those people bring.  Therein lies the difference between diversity and inclusivity.  While diversity may change the staff photo, diversity without inclusion can only create harm.  An interest in diversity may be able to attract different people, but a culture of inclusivity is what keeps them there.”

A Culture of Inclusivity, a great phrase that often seems out of reach. There are good reasons why this type of culture seems like a fairy tale:

It often means change

It means mindfulness of others

It means hard discussions

It means self realization

It mean accountability

It will look different for each organization, so there is no A +B=C formula to follow

So where do we start?

First, seeking out and hiring diverse candidates.  Read that one more time, because it's a two step process. Step One, you actively look for diverse candidates and then, Step Two, you hire them.  Now before we go around giving everyone a high-five or a pat on the back, remember diversity does not automatically mean inclusive. Charles explains it like this,theoretically, I believe there are three types of organizations:

(1) Diversity & Leadership (“diverse people” come and they go)

(2) Access & Literacy (“diverse people” have a place, but no voice)

(3) Learning & Effectiveness (:diverse people” are valued as assets). In an organization characterized by Learning & Effectiveness, there is a key strategy that show how diversity adds value, diversity is seen as a tool for learning and innovation, and there are accountability mechanisms.

With this in mind, how do we address inclusivity?  Generally, it boils down to having a voice or some form of representation in your organization. What if we allowed our staff to plan an event for the rest of the staff to attend? Better yet, inviting staff to take part in diversity planning meetings, they will have an insight about your organization that you may not.  When we asked Charles, he was very passionate about mentorship.

“I have seen mentorship programs be an effective way to bring in and retain diverse audiences. The role of a mentor is to not only to pass down information, but to also raise up new ideas – nurture, strengthen, and apply these novel notions. Turning these dreams into reality is something that we – today’s youth – and our mentor can do together.”

Personally, I am guilty of wanting to be part for an organization that already has this culture in place.  The fact of the matter is most organizations, clubs and groups are going to have to work towards this type of culture and I think we would all agree it is not going to be easy, but it will be worth the effort.

Check out the work that Charles Orgbon III is doing with Green Forward at www.greeningforward.org.