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Why inclusion is good business
The document outlines the business case for inclusion, emphasizing that effective inclusion maximizes potential by leveraging diverse skills and perspectives within an organization. It distinguishes inclusion from diversity, suggesting that a supportive culture can enhance employee performance and organizational effectiveness. The presentation encourages organizations to rethink their practices and adopt flexible approaches to accommodate diverse work styles and needs.
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Why inclusion is good business
- 1. The Business Casefor Kevan McBeth – Chief Purpose Officer, Affective Consulting
- 2. WHY AM IHERE Share with you the business case for inclusion Everybody matters Why Inclusion is good for your organization Moving out of a QWERTY World What you need to consider as we unleash you into the career fair Questions, comments and an offer of support (my WHY)
- 3. WHY INCLUSION IS DIFFERENTTHAN DIVERSITY The Canadian Center for Diversity and Inclusion defines Diversity and Inclusion as: Diversity Diversity is about the individual. Its about the variety of unique dimensions, qualities and characteristics that we all possess. Inclusion Inclusion is about the collective. Its about creating a culture that strives for equity and embraces, respects, accepts and values differences.
- 4.
- 5. WHAT IS INCLUSION? Itsabout environment Its about Culture It’s about valuing each and everyone of our skills and abilities Creating a culture through which diverse skills and abilities can be leveraged as a business strength. It’s about maximizing potential. It’s about business.
- 6. EVERYBODY MATTERS We allhave strengths and skills that when we have the ability to be our best self, we can leverage to the best of our abilities. Everyone has unique skills and perspective that when leveraged can be invaluable for an organization. Key target markets (Aboriginal, Disability, Visible Minority, Women, Millenials) can be unlocked if you understand them. Who better to help you understand those markets than those in those demographics??
- 7. BUT NOT EVERYBODYWORKS IN THE SAME WAY Some work better in teams, some need more isolation Some need support, some require autonomy Work hours Job duties Diversity makes all of these things issues that organizations need to be able to consider. Inclusion creates solutions to make them not just work, but thrive because of it.
- 8. SUPPORTED EMPLOYMENT INITIATIVES Focused onemployees who may not meet the full requirements of a position (time on the job or qualifications) May require job customization that allows for individuals to contribute their skills and abilities at a level that allows them to maximize their potential. May need supports, like a job coach, to assist them with their initial orientation and duties. Impact can be substantial – both on the employee you are supporting and the culture and environment that is created because of their inclusion.
- 10. 4 TO 40 THEBUSINESS CASE FOR INCLUSION- MARK WAFER
- 11. WHAT IF ITOLD YOU…. You have an item on your desk that, if you changed it, you could be 70% more efficient in your daily work lives? Any Guesses what it is?
- 14. WE LIVE INA QWERTY WORLD Business practices that remain unchanged since the Industrial Revolution HR Processes that look at positions rather than people A “one size fits all” approach to work environments and culture We can do things in a different way!
- 15. YOUR MISSION (SHOULDYOU CHOOSE TO ACCEPT IT) Today See the ability Take off your HR hats - Don’t limit your thinking Break beyond the primary level of diversity – connect and get to the 2nd phase! When you get back to work Challenge your QWERTY world Start asking Why Not – Share the business case for WHY Don’t settle.
- 16. QUESTIONS? Thank you foryour time! Kevan McBeth Chief Purpose Officer Affective Consulting kevan@affectiveconsulting.com
Editor's Notes
- #5 This is what I like to call the three phases of Diversity: The Primary level of diversity is highly visible- it covers things like Age, Sex, Ethnicity, Ability and Sexual Orientation. I call this the Shopping Mall phase of Diversity – you could sit in a mall in the food court and people watch for hours and use this level of diversity to identify people. But what’s wrong with that level of diversity? Its superficial It divides people You identify people as “different from you” The Secondary level of diversity includes those items that are less visible. They make up who you are, and when combined they give you that uniqueness of your experiences and beliefs. The thing about this level of diversity is what? You need to actually get to know someone to learn about this level of Diversity Its this level of Diversity that actually starts to CONNECT people The Third Level of Diversity moves us from recognition of differences to connecting similarities to celebrating and maximizing differences. This is INCLUSION, and it’s about putting diversity into action and recognizing that Divserity truly is a business advantage.
- #7 We all have value- strengths and skills that, when we have the chance to be our best selves, we can leverage to a level that is to the benefit of the organization And that’s the key – people have to be in an environment that is willing to fully include you
- #8 Not everyone works the same way Building a work environment that is perscriptive and one size fits all prohibits the ability for all people to be their authentic self. Not everyone can work a full day, or perform the full duties of a job description Having a diverse workforce forces you as an organization to take stock in those situations, and more than likely, it creates issues for a number of you Being fully inclusive and taking into consideration how you can allow people to be their most authentic self can create a more engaged and productive workplace.
- #11 Mark Wafer Mark is and inclusive owner and operator of 6 Tim Horton’s in the Greater Toronto area, and he understands the business case for inclusion, so much so that he has become an advisor for the Government of Canada when it comes to developing policy and programming for including people with disabilities in the workforce.
- #13 The QWERTY keyboard was first introduced in 1868 by an inventor named Christopher Nathan Sholes, as part of the invention of the first crude typewriter. The first several iterations of the typewriter were developed so that individual keys could be pushed and the corresponding letter connected to moving metal arm would raise up from the inside of the typewriter and strike the page, ultimately allowing the user to spell words and write clean, legible letters on paper. Here’s the problem: when the initial typewriter was introduced, the metal rods connected to letters would very often cross as people typed, forcing a slow in the process and making the typewriter a bit of a pain in the butt. The solution was to create a keyboard – the QWERTY keyboard that would literally force you to slow your pace of typing to allow the typewriter keys to reset so they wouldn’t cross as frequently. Even though we haven’t had these types of typewriters in circulation for the last 50 years, we continue to use the qwerty keyboard. Anybody know why?