6 PERSONALquarterly 01 / 24 SCHWERPUNKT_INTERVIEW PERSONALquarterly: Diversity, equity, and inclusion (DEI) are a big theme in organizations nowadays. What explains this? Do you see real progress or is it mainly “lip service”? Lynn Shore: DEI is a big theme because it is recognized as important to address in work organizations by employees, leaders, and broader society. There is progress as shown by the hiring of managers who are responsible for DEI in their organizations. The degree to which organizations take DEI seriously varies. However, it is risky for an organization to publicly commit to increasing diversity, equity, and inclusion without taking concrete actions. Minoritized groups pay attention to whether concrete actions to advance DEI are taken, or if it is merely marketing or PR. PERSONALquarterly: What does inclusion mean, and how is inclusion different from diversity and equity? Lynn Shore: Inclusion refers to employee experiences of being valued for their distinctive characteristics while also experiencing belonging at work. A key issue for organizations to tackle is to create an environment in which individuals of all backgrounds, not just those who are members of historically powerful groups, experience inclusion. In sum, inclusion involves equal opportunity for members of socially marginalized groups to join and contribute while simultaneously providing opportunities for members of non-marginalized groups, and to support employees in their efforts to be fully involved at all levels of the organization. Diversity refers to all characteristics of employees that signify potential differences in perspective and experience. When the term “diversity” is used, people often think about members of minoritized identities such as race/ethnicity, gender, age, and sexual orientation. Other backgrounds have also been found to contribute to diverse perspectives, such as education, occupation, and country of origin. Diversity additionally includes areas of difference that are both visible and invisible (e.g., disability, gender identity), and surface and deep-level diversity (e.g., neurodiversity). Many studies have found that individuals who are different in these key ways from others in their work environment are excluded from decision-making, social events, or promotion opportunities. In inclusive environments, differences are appreciated, and these negative consequences are less likely to occur. Equity is the fair treatment, access, opportunity, and advancement for all people, while giving them the varied resources they need to succeed. Equity recognizes that some people are advantaged relative to others due to their backgrounds and identities. Equality is sometimes confused with equity but is quite different as it refers to giving everyone the same resources. While treating everyone the same can appear to be fair, it may disadvantage members of minoritized groups. Inclusion counters the challenges associated with assumptions of fairness underlying equality by appreciating the distinctions that varied backgrounds and identities bring rather than assuming that everyone is the same. PERSONALquarterly: Why is inclusion in organizations important? Do you have a concrete example? Lynn Shore: Inclusion is important in organizations because it facilitates opportunities for employee contributions. Organizations face many novel challenges that require new and different ways of thinking to provide good solutions. An example is the challenges associated with COVID-19. Organizations had to create hybrid and virtual ways of conducting work while also addressing employee personal challenges associated with the pandemic including illness and homeschooling. The separation between work and family was no longer assumed, and oftentimes, not possible for employees. Leaders who were able to create arrangements that met the needs of employees while also meeting the needs of their organizations successfully survived, and in some cases, thrived. The ability to utilize a variety of perspectives and ways of thinking that we find associated with diversity was critical to this success. Inclusionary environments facilitate perspective sharing that allow organizations to address complex problems more swiftly. PERSONALquarterly: What outcomes does inclusion generate? What indicators should organizations adopt to know that they made progress? Can full inclusion ever be reached, and do you see it colliding with business imperatives? Diversity, equity, and inclusion: Real progress or mere lip service? Das Interview mit Lynn M. Shore führte Prof. Dr. Claudia Buengeler
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