The document discusses the importance of organizational inclusion, highlighting that diversity efforts should create a culture where all members feel empowered to contribute. It introduces the Netter Principles, which outline attributes of an inclusive culture, emphasizing that individual performance should take precedence over gender or race. Furthermore, it notes the growing recognition of America’s diversity as a competitive advantage that organizations must cultivate to thrive in a global economy.

1. 2
1
Inclusion
-­‐
An
Organizational
Imperative
2011
Volume
101
©Pivotal
Practices
Consulting
LLC
Resources
and
References
Framework
of
Organizational
Inclusion
–
Cornell
University
ILR
School
Society
for
Human
Resource
Management
(SHRM)
Diversity
Page
Diversity
Central
–
Resources
for
Cultural
Diversity
at
Work
An
Approach
for
Teaching
Diversity
64
Great
Sites
and
Articles
on
Diversity
and
Appreciating
Differences
Diversity
practitioners,
human
resource
managers,
functional
managers,
and
organizational
leaders
must
work
together
to
ensure
that
their
diversity
efforts
are
yielding
the
desired
end
result
–
a
truly
inclusive
organizational
culture
and
climate
where
all
members
feel
empowered
and
encouraged
to
fully
contribute.
I
was
fortunate
enough
to
have
been
exposed
to
the
concept
of
organizational
inclusion
in
early
2000.
I
was
completing
a
graduate
certificate
in
Human
Resources
at
Cornell’s
College
of
Industrial
and
Labor
Relations
(ILR)
as
part
of
a
cohort
of
employees
from
the
Internal
Revenue
Service
(IRS).
As
part
of
the
program,
we
selected
capstone
projects
that
would
demonstrate
our
mastery
of
the
program’s
materials
and
provide
a
tangible
deliverable
to
the
IRS.
One
of
our
sessions
focused
on
organizational
diversity.
During
that
session,
we
were
introduced
to
the
Netter
Principles
–
12
attributes
of
organizations
that
answer
the
question
“What
does
an
inclusive
culture
look
like
when
it’s
achieved?”
For
each
principle,
there
are
policy
and
practices
options
that
employees
can
use
when
working
to
enhance
the
inclusiveness
of
their
organizations.
www.pivotalpractices.com
Contact
Us
301.927.2389
office
1.855.85.PIVOT
toll-­‐free
&
fax
info@pivotalpractices.com
The
Netter
Principles
resonated
with
me
immediately.
As
a
member
of
two
minority
groups
–
women
and
African
Americans
–
I
was
not
interested
in
being
singled
out
as
a
special
case
by
my
employer.
I
was
much
more
interested
in
learning
how
I
could
be
a
successful,
recognized
high-­‐performer.
I
wanted
my
work
rather
than
my
gender
or
race
to
be
the
focus.
I
found
there
were
many
who
shared
my
views.
We
felt
that
while
our
gender,
race,
and
ethnicity
were
certainly
a
part
of
who
we
were
as
individuals,
there
were
so
many
other
dynamic
aspects
to
each
of
us
influenced
by
our
varied
backgrounds
and
experiences.
There
is
more
of
a
national
recognition
that
America’s
diversity
provides
a
remarkable
competitive
advantage
for
our
nation.
But,
it
is
a
competitive
advantage
that
is
still
in
its
early
developmental
phases.
Our
national
history
definitely
poses
some
real
challenges
to
our
ability
to
maximize
this
competitive
advantage,
but
organizations
are
getting
smarter
about
how
to
do
this.
The
blended
work
being
done
by
academics
and
long-­‐time
practitioners,
as
well
as
the
effort
being
led
by
SHRM
to
develop
global
standards
for
diversity
management,
is
providing
operational
measures
and
replicable
frameworks
for
organizations
to
use
in
enhancing
inclusion.
Cornell
continues
to
be
a
major
player,
with
Lisa
Nishii’s
development
of
a
measure
of
climate
for
inclusion.
America’s
diversity
is
one
of
our
greatest
natural
resources.
Cultivating
that
resource
will
be
an
important
element
of
remaining
relevant
and
competitive
in
our
increasingly
global
economy.
And,
organizations
that
relentlessly
pursue
maximally
inclusive
cultures
will
have
a
decided
advantage
in
attracting
and
retaining
the
brightest
and
the
best.