Allyship empowers those in your organization who might be afraid to speak up, afraid to be misunderstood, and afraid to be ignored.
By empowering the invisible in your organization, you create a different culture.
You unlock innovation through a diversity of thought.
It’s important to understand the differences between diversity, equity, and inclusion.
While they are often used collectively, each one has a specific meaning. Combined, they build a much stronger and more effective organization.
Let’s reinforce our definitions of these terms …
Diversity is about representation. As you look across your organization and vertically up and down your organization, does the representation reflect the population of your region and your customers? Does your organization have diversity at every level? It should.
Equity means those who are doing similar jobs, with comparable education, skills, and experience, are paid equitably.
Inclusion supports diversity by creating a culture where everyone is invited to speak up. Inclusive cultures encourage and expect people to share their perspectives, contribute to the organization on equal standing, and feel valued for their contributions.
Diversity itself can be hard to define because we can be different in so many ways.
Your story gives you a unique perspective that affects how you see the world … but it also limits your understanding.
Everyone is diverse in some way.
