This is an invitation to practice empathy and to show sensitivity. In order to understand and accept the plurality of perspectives and experiences, which bring us learning and new possibilities, we need an expanded worldview. It is about seeing the world from other’s perspective rather than our own, showing empathy. Likewise, it requires sensitivity from us to understand that our reality is not necessarily the reality of the other.

Diversity and Inclusion (D&I), as a discipline, was first mentioned in 1960 and has since been widely discussed. When we talk about Diversity & Inclusion, we often stop at the human perspective that these two words bring us. We immediately think about human rights, equal treatment and freedom.

For many of us, the promotion of Diversity & Inclusion is the right thing to do morally speaking and that can lead us to building a better world for everyone, and this thinking happens, because we feel empathy. Studies show that when people feel empathy, they are more likely to engage in social behaviors and activities that benefit others. Empathy is a very important emotional skill and contributes to creating healthy and positive work relationships and in this sense, it constitutes the main point for building a more diverse and inclusive work environment.

When discussing Diversity, it is important to highlight that it is not just a question of gender equality and equity. Different teams take different perspectives, including different ethnicities, generations, backgrounds, nationalities, cultures and sexuality, to list a few. In this sense, when we think of the term “culture fit”, widely used in recruiting and talent management in organizations, it is in misalignment with respect to D&I principles.

Currently, there is discussion of replacing the term “culture fit”, which identifies the individual’s adherence to the organization’s culture, by the “culture add” principle, which is seen as the values ​​that the individual can add to the organizational culture. Some organizations like Facebook and Amazon are already using this principle during the recruitment, to improve their processes and hire profiles that are more diverse.

However, it is important to highlight that there is no point in having a group of diverse talents, if the culture established in the organization is not inclusive. Research indicates that the work environment is identified as inclusive when: employees perceive equal treatment and opportunities; when they feel included in decisions, which generates a feeling of belonging; and when they feel open to showing themselves as they truly are. This last point bring the idea of psychological safety, when employees feel no fear that their attitudes, beliefs or options may have a negative impact on their image as a professional or on their careers.

Organizations should pursue to adjust their practices and policies, in order to be in line with D&I principles, not only because it is the right thing to do when it comes to people management, but also because it is the right thing to do when it comes to managing the business. Many studies demonstrate a significant connection between D&I and the organization’s performance, showing that companies with diverse teams are more likely to obtain positive financial results and develop innovative ideas.

In the latest report by McKinsey & Company, published in May 2020, called “Diversity Wins”, they clarify that even now, in the midst of the crisis generated by the pandemic, Diversity and Inclusion is more important than ever. For some companies, which already have D&I as part of their HR culture and processes, they recognize that “Companies whose leaders embrace diverse talent and include multiple perspectives, are likely to emerge from the strongest crisis.”

When we think of high performance teams, it is not just how many talents we have, but how many have a different profile, being able to bring new ideas and way of thinking. High-performance teams have the ability to work together, focusing on what is the most important to the organization. In this line of thought, what matters most is teamwork, shared goals, a strong sense of collaboration and trust between the diverse members.

Finally, it is worth observing that Diversity & Inclusion should not only be an important topic within the HR’s agenda, but on the agenda of all employees who make up the organization. The leadership is crucial to promote an inclusive culture and to welcome different profiles. When it comes to the development and retention of diverse talents, leaders who are close to their teams, who are able to share a vision and establish a trustful environment, are more likely to achieve good results and contribute to organizational growth

“The opinions expressed in this article do not necessarily represent the views of the author’s employer.”