Welcome back to our Diversity & Inclusion blog series! This week, we’re talking about embracing diversity and inclusion in your organization.
There is a clear path from understanding our innate differences are humans to organizational change where diversity and inclusion are fully embraced and highly valued. The four basic principles are openness, awareness, understanding / appreciation, and respect.
Openness
It starts with being open to diversity, both at the individual and organizational level. What does this mean? The first step is seeking to understand each other, especially when two opinions are on the opposite sides of the spectrum.
Another step is letting go of rigid rules people must follow in order to be successful in an organization. Embracing diversity means embracing different styles, ideas and approaches, which in turn promotes communication, cooperation and unique individual brilliance, leading to greater organizational success.
Finally, talking openly about the differences between people and the value diversity brings to the company is essential. The best leaders inspire and motivate by example, so to take root, this initiative needs to begin with the executive team—and not just in words, but also actions that follow. At NWCFO, we’ve found that this is often best supported by engaging outside culture consultants or coaches, who can bring a fresh and unbiased perspective to the process.
Awareness
Awareness is always a key step toward making any change, personally or professionally. This is where personality assessments come in handy. Some of the most well-known and widely used personality tests are the Meyers-Briggs test, the DiSC assessment, and Personalysis. These assessments are based on the assumption that everyone without exception has strengths, gifts and opportunities for growth.
The Personalysis assessment, which is the tool we use here at NWCFO, helps participants better understand themselves and others in three key areas: