Diversity and inclusion are two important aspects of a workplace culture. We often refer the first to as cultural diversity, which refers to the differences between individuals and groups based on race, ethnicity, gender identity or expression, sexual orientation, and socioeconomic status. We often refer the second to as workforce diversity or “diversity,” because it includes all aspects of people’s lives, even their hobbies.

Basic idea behind these terms is that there should be equal access and opportunities for everyone within an organisation regardless of any difference they may have from one another in terms of their background or social position. By practicing inclusion at work, we can make sure that each person gets what they need from us so that you can feel comfortable doing your job well without worrying about whether others will judge you based on any difference between yourself and them.

Diversity and inclusion are about celebrating differences. Being open to different generations, backgrounds, and experiences adds value to the workplace because it helps us to recognise that no one person can see the entire picture.

Different generations bring different perspectives and skill sets, but it’s important to remember not to generalise and label them too much, as there are unique differences in individuals from the same generation. It’s also important not to assume everyone in the same generation has the same priorities, goals, or perspectives, so keep an open mind when working with people of other generations.

Gender diversity is a term that refers to the variety of genders and gender expressions. Gender diversity is very important for businesses, because it can help improve the health and well-being of employees, as well as contribute to an inclusive workplace culture and a strong business bottom line.

Intentional inclusion, also known as unconscious bias training, is the practice of recognising and understanding your own biases. It’s important to note that this type of training is not just for bias against certain groups, but for all forms of bias. That includes biases about gender roles or social class, as well as racial biases. Inclusion training provides you with a way to understand how you may exclude people from opportunities for realising it by giving you a tool to recognise your own prejudices and take steps toward correcting those behaviours in yourself so that they don’t affect others. Inclusion training can also help you identify situations when someone gets excluded from an opportunity based on their race, gender, etc., and how best to handle it.

Microaggressions are small, everyday verbal and non-verbal slights that communicate hostile, derogatory, or negative messages to a target person because of their marginalised group membership. You can avoid microaggressions by being aware of your words and actions, communicating, and avoiding stereotyping. If you witness a microaggression against someone else, intervene either by asking them if they are okay or asking the aggressor to stop their behaviour.

Diversity initiatives can help you better understand the cultures of different groups, which will lead to more meaningful interactions with your employees and customers. In order to ensure that all people are treated fairly, you must identify and remove barriers to inclusion. You may also need to create new policies or procedures that combat bias in the workplace so that everyone has an equal opportunity for success.

Racial equity is a way of looking at the world. It is a lens through which to see and understand racial disparities, and it involves investigating how race, power, and privilege shape our environment. Racial equity also requires us to do something about it to act in ways that are fair rather than racist or discriminatory.