Investing in inclusion

Kettleborough, Simon
March 2005
Management Services;Spring2005, Vol. 49 Issue 1, p8
Academic Journal
This article focuses on the significance of taking a genuinely inclusive approach to the management of an organization's affairs. Managers fail to see a difference between diversity, the stage where organizations aim to become more diverse by employing people from many different backgrounds and inclusion: the stage where the differences and values of each individual are truly recognized and allowed to flourish to make them feel that they are a productive and valued member of the organization. An inclusive organization is a unified one. If people work within an organization that they feel respects them and their individuality, then they are more likely to be loyal, less likely to move somewhere else. Inclusive organizations have high morale and this can have a huge impact on productivity. An inclusive organization is in a far stronger position to impact business to business relations with suppliers, retailers, wholesalers, distributors and agents. It is also able to leverage skills, experience and mental models in international environments, decrease risks when entering new markets and support effective new product development in international environments. Full inclusion of these diverse groups is not an altruistic or politically correct option or fashionable foible, it is an inescapable imperative for any forward thinking management.


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