The Inclusion Revolution Is Now
An Innovative Framework for Diversity and Inclusion in the Workplace
by
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Diversity is not a feeling; it is a behavior in action. The behavior can be negative or positive. Organizational diversity is the behavioral systemic process of change that is driven by upper management, followed and understood by each employee regardless of his or her own personal beliefs, and is implemented by the whole organization to create and manage a culture of inclusion. So the concept of diversity moves from a feeling that has no intentional purpose to a functional systemic mindset of tangible changes. Diversity is the notion and inclusion is the motion; in other words, organizational diversity is the function to create and sustain a culture of inclusion.
Diversity or Inclusion at the organizational level is not a thing, or a person or a department. It is everything an employee does when he/she comes in contact with another human being at the workplace. It goes beyond race, color, gender, sexual orientation, etc.
My systemic process of change focuses on the behavioral aspect of diversity and inclusion to improve the organizational cultural climate, and also helps employees stay employed by sharing with them how to utilize and follow the organizational competencies designed by the organization. The main objective is for employees to learn the behavioral aspect of diversity and inclusion every time they come in contact with a coworker. The intangible feeling of diversity as mindset becomes a tangible behavioral approach of performance outcome for each employee. Organizations that have a strong systemic approach to change have checks, and balances and procedures in place to prevent any type of human abuse such as sexual harassment and/or sexual abuse because the leadership and the workforce understand that diversity and inclusion are the integrate parts of a healthy and functional organization.
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About the Book
Take an innovative approach to a climate of change within your workplace or organization with this guidebook on diversity and inclusion.
Author Maura G. Robinson, an authority on diversity and inclusion, has been helping companies create systemic process of change for more than twenty years. In the Inclusion Revolution Is Now, she explores as you can
- create an environment of inclusion where all employees are accountable for their behaviors, and able to work together to accomplish the organizational goals.
- recognize that civil diversity impedes systemic processes of change to occur. So diversity is viewed as an initiative or a program with no sustainability at the organizational level
- ensure employees willingly practice inclusion regardless of personal beliefs
While there is still racism, prejudice, sexism, and other exclusionist attitudes among people in the workplace, organizational leaders have the power and responsibility to mandate a climate of inclusion. Supporting diversity and inclusion is also a prerequisite for capitalizing on the ideas that diverse people can bring to your organization.
Most diversity practices used by organizations do not actually promote inclusion, and exclusion continues to exist. There’s a better way to achieve inclusion, and it starts with the Inclusion Revolution is Now.
About the Author
Maura G. Robinson is a sociologist with a master’s degree in public administration. Her company, M. G. Robinson, Inc., specializes in organizational development in the area of diversity and inclusion. An expert on gender issues, generational trends and behaviors. She has twenty six years of corporate experience and has taught part time for the University of Evansville since 1996. She lives in Indiana.