Inclusion requires a full system change for it to be meaningful and experienced. Inclusion needs to be approached and applied strategically as it’s not a naturally occurring, or an organic, performance outcome.
Leading an inclusive and equitable organisation goes much deeper than managing diversity numbers.
Intentionally Inclusive Leadership
Our Leading for Inclusion with Cultural Intelligence (CQ®) programme is designed to help clients achieve and sustain intentionally inclusive and equitable organisational cultures, in which people from all different strides can thrive.
Leading an inclusive and equitable organisation goes much deeper than managing diversity numbers. Measuring diversity numbers still matters and is part of the bigger story.
However, to achieve Intentionally Inclusive and Equitable organisations, we need to expand our focus. Rather than only viewing what our organisation looks like, we need to broaden our understanding to broach how the people within the organisation feel. At Above Difference, we give you the tools so you can lead transformation within your organisational culture, resulting in a workforce that truly experiences authentic inclusion.
Equality vs Equity
Equality differs from equity in that it relates more to sameness or equal distribution. In society, equal treatment does not always produce an equitable result.
Equity, by way of contrast, aims to give everyone what they need to be successful. It focuses on ‘equality of outcomes’, sameness or equal distribution. This involves taking into account structures which might put particular groups at a disadvantage.