D & I versus Competition

Large companies spend an increasing amount of time on Diversity and Inclusion initiatives. This is good in itself, and it doesn't need to be justified by the fact that D&I supporting companies are worldwide more successful than others. The reasoning can be also inverted: successful companies tend to operate in diverse places, recruit a diverse workforce and can afford investing time and energy in D&I.

Recent evolution in the topic is the question whether people really feel included in the workplace. It somehow reminds us of Hans Christian Andersen's tale of the ugly duckling: everyone can experience that awkward feeling: "Do I belong here?" and "Where do I belong?". Initiatives like www.understood.org plead for more understanding for parents and children struggling with hidden impediments. Generally, people should feel safe disclosing disabilities that aren't visible, even in the workplace.

I am very much in favour of this and I believe in the benefits for industry. However, D&I will not work if we continue believing in meritocracy and individual competition. Salary and recognition, including 'right to stay' in bad times, are still too dependent on individual, often subjective, evaluation. If we believe in diversity, we should also believe in diverse, non-quantifiable, contributions. Competition should be between companies, not inside companies. Individual performance will become meaningless over time and subordinate to team performance. In a D&I culture, individual attitude should be recognised and rewarded however.

Generally, a culture of numbers will harvest numbers, and the workforce will become unhappy over time. A culture of collaboration and inclusion will harvest good numbers and beauty, and the workforce will be proud and happy.