“5.3 percent of large U.S. companies have CEOs named John — compared with 4.1 percent that have CEOs who are women. Firms with CEOs named David, at 4.5 percent, also outnumber women-led businesses – Harvard Business Review.”
Multiple studies have proven that diverse teams drive better business performance and organizations with greater diversity become more resilient and innovative. And inclusion is required for diverse groups to thrive. Yet there’s little point in considering how to recruit a more diverse workforce, nor how to ensure talented individuals from different backgrounds are fully included, if your organization has not yet considered what different people need to be successful.
To do that, you need to understand equity.
To see real, sustainable change, and to leverage the full potential of all their talent, Innovation Research Interchange has decided to go beyond diversity and inclusion to focus on equity, diversity, and inclusion.
Leading with equity is about recognizing that different people have different needs and being committed to giving people what they need to succeed. When that happens, everyone wins.
Diversity
IRI commits to increasing diversity, which is expressed in myriad forms, including race and ethnicity, gender and gender identity, sexual orientation, socioeconomic status, language, culture, national origin, religious commitments, age, (dis)ability status and political perspective.
Equity
IRI is actively working to challenge and respond to bias, harassment, and discrimination. We are committed to a policy of equal opportunity for all persons and do not discriminate on the basis of race, color, national origin, age, marital status, sex, sexual orientation, gender identity, gender expression, disability, religion, height, weight, or veteran status.
Inclusion
IRI is committed to pursuing deliberate efforts to ensure that our global organization is a place where differences are welcomed, different perspectives are respectfully heard and where every individual feels a sense of belonging and inclusion. We know that by building a critical mass of diverse groups in innovation management and creating a vibrant climate of inclusiveness, we can more effectively leverage the resources of diversity to advance our collective capabilities.
Additional Links
Diversity and Inclusion Books
- Between the World and Me by Ta-Nehisi Coates
- How to Be an Inclusive Leader: Your Role in Creating Cultures of Belonging Where Everyone Can Thrive by Jennifer Brown
- The Memo: What Women of Color Need to Know to Secure a Seat at the Table by Minda Harts
- White Fragility: Why It’s So Hard for White People to Talk About Racism by Robin DiAngelo and Michael Eric Dyson
- Inclusive Leadership: The Definitive Guide to Developing and Executing an Impactful Diversity and Inclusion Strategy by Charlotte Sweeney
- Better Allies: Everyday Actions to Create Inclusive, Engaging Workplaces by Karen Catlin and Sally McGraw
- The Loudest Duck: Moving Beyond while Embracing Differences to Achieve Success at Work by Laura Liswood
- The Culture May by Erin Meyer
- Emotional Intelligence 2.0 by Travis Bradberry and Jean Greaves
- So You Want To Talk About Race by Ijeoma Oluo