Diversity’s complement, inclusion, is the term that all individuals are valuable, not just those individuals who are “different” (Tavakoli, 2015). So, inclusion is the significance that all employee opinions, beliefs, a way of living, and skill sets are valued, respected, and supported. Consider that diversity is the mix whereas inclusion is molding the mix to work well together. Maximizing diversity and inclusion within an organizational culture foster greater ideas, better decision-making, and innovations that lead organizations. The livelihood of a strong organization depends on recognition and adaptation of robust diversity and inclusion practices, continuous environment monitoring, and adjusting to diverse market audiences.
Current Diversity Strategies
As an employee of the federal government, there has been a noticeable emphasis of a government-wide initiative for diversity and inclusion during the past five years. Executive Order 13583 issued in 2011 placed a nudge on government departments and agencies to promote diver...
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...ge is needed in recruiting efforts (Global diversity and inclusion: Perceptions, practices, and attitudes, n.d.). After all, prudent assessment for the return of investment regarding diversity and inclusion strategies is not limited to profit margins but includes employee engagement and long-term investment in the company.
Lastly, an Organization 's DNA must value and accommodate a diverse workforce. Intact diversity and inclusion strategies include an organizational commitment that promotes cultural sensitivity. In an evolving multigenerational and multicultural environment, where employees of all lifestyles and backgrounds meet together, there must be a communal platform of mutual respect and value and appreciation for differences. An organization who embeds these values in their culture, build moral and competitiveness and ultimately succeed as an organization
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