Essay On Diversity And Inclusion

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Diversity and inclusion are more than buzzwords. These common business vernaculars are evolving in organizations. As organizations evolve, with a multicultural and multigenerational workforce talent, diversity and inclusion inherently become fundamental to cultivate a strong and competitive organization. Generally, diversity includes but not limited to ethnicity, race, gender, religion, social class, physical ability, or sexual orientation. However, with the constant evolution of organizations, its meaning has expanded. Tavakoli (2015) asserts that diversity is an organizational asset; therefore, diversity encompasses economic, educational, generational differences, along with any other disparity.
Diversity’s complement, inclusion, is the term that all individuals are valuable, not just those individuals who are “different”
Therefore, employers that aggressively foster diversity in their culture promotes sustainability of employee retention. Effective retention efforts succeed by securing an inclusive and respectful workforce to flourish by adopting an environment where all employees feel valued, appreciated, and accepted.
The retention efforts should fundamentally begin with an organization’s mission, values, or strategic objectives that account for diversity and inclusion of its employees. By doing so, creativity and ideas stimulate innovation, decision-making, products and services. Additionally, a retention strategy includes diversity training. As mentioned earlier, diversity training is essential to help with understanding others and employee buy-in. Diversity training material should organically adapt over time that mixes different diversity groups

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