Diversity and Inclusion, contemporary key words associated to a
discipline that in theory seem self explanatory, but in reality
represent the embodiment of a intricate social and societal subject.
Often seen as an ethical obligation or a way to be on the good side of
the public eye, D&I should be looked at as a catalyst for innovation
and as a foundation for dynamic environments.
Some will say that embracing D&I is simply the right thing to do,
almost conveying the message that Institutions should provide equal
opportunities for all as part of their duty ; but the complexity of our
society has repeatedly shown the conviction of many to perpetuate
uniformity.
This gives the opportunity to approach the subject in a more analytical
manner.
In a business world that is fast changing, it is now becoming a
necessity to lean on D&I to pivot from the model of strength in
number to strength in diversity.
D&I should no longer be tolerated or managed, it needs to be sought
for, for its possibilities to leverage diverse perspectives, creative
minds, drives, problem-solving approaches.
Most won’t mention the obvious risk that D&I comes with as it can
be seen as a form of threat for traditional and uniform environments
that have been striving in the only way they know to, but this should be
received as a disruption for growth and innovation.
The overlapping of different experiences and point of views can only
lead to unique solutions and insights that homogeneous groups would not
have access to. It demonstrates in this sense, that Diversity has become
a competitive advantage to stay in tune with the reality of all
individuals part of our economical landscape.
We now need to execute and see beyond the quotas to lean on D&I as a strategic ally on its own.