ABSTRACT
Diversity and inclusion (D&I), often used synonymously, are deeply related but significantly different. Diversity equivalents representation of a full spectrum of differences in human demographics. For an organization to operate in a global space, they need to include people from different categories or some of them depending on the purpose for which they have been into operation and to build brand reputation. Inclusion is a strategic decision to include a diverse workforce and create a favourable work environment where every human being irrespective of different credentials are recognized and acknowledged for their contribution. Inclusion creates ‘Employee Resource Group (ERG)’ which is a valuable tool for an organisation towards employee engagement, effective team building and their role to the growth of the organization. The ERGs help organisations to grow leveraging the diverse perspective and minimise resistance by overcoming the prejudices. The chapter emphasises the importance of adapting D&I strategies to local conditions, so that diverse perspectives can be harnessed by reducing resistance, overcoming biases and thus building an inclusive environment. This, in turn, leads to improved performance and eventually contributes to the growth and profitability for the business.
