Why address the issues of diversity and inclusion in the company?

“Love is not in the other, but within ourselves. We are the ones who awaken it. But for this to happen, we need the other. The universe only makes sense when we have someone to share our emotions with.”
Paulo Coelho

Among the many uncertainties of the modern world, we have one certainty to offer: to express ourselves, we need interlocutors who listen. Whether it is expressing love or making a company presentation, someone is needed on the other end. And in turn, if we do not listen, we do not allow an emotion or a communication to flow.
It seems easy but in reality it becomes very difficult, even in companies, to make one’s thoughts understood. Every human being is a universe of unrepeatable experiences, a unique biological and cultural construction. Diversity is the engine of evolution, both genetic and cultural, but it also brings with it operational difficulties in relationships, communication and method.
Communication and management treatises too often tend to trivialize the topic of human relations in and between companies – neglecting reality – the strong diversity between people and teams in the different ways of perceiving, thinking, communicating and interacting, and even of “being”.
Competitive companies have a strong need to move beyond the increasingly narrow external boundaries of their usual sectors (Diversity in market perspectives and reference cultures), and to make an effort to open up on an equal scale towards the inside (Diversity in the Workplace, or Workplace Diversity).
At the same time, they have a need for inclusion (Inclusion). This means becoming a place where people are happy to work, regardless of their culture and country.
Diversity is an exercise that leads to expanding the internal boundaries of thought, broadening one’s mental perspectives, facilitating the exchange between different visions of the world, responding to ethical purposes (Ethical Diversity) and competitive purposes (Competitive Diversity).
Inclusion is also a strong corporate theme. When we talk about “Diversity & Inclusion” we also mean that a company must be able to include diversity in its workforce and not reject it.

• Principle 1 – Respect for different types of Diversity & Inclusion
  Company competitiveness depends on the ability to include multiple identity factors in the company and in particular:
• Ethnic and cultural diversity: Addresses the presence and representation of people from different ethnicities and cultures within an organization. The aim is to promote understanding and celebration of cultural differences.
• Gender inclusion: Focuses on gender equity and seeks to ensure that men and women have equal opportunities and treatment in all aspects of professional and social life.
• Ability diversity: Concerns the inclusion of people with different abilities and disabilities. The aim is to create environments that are accessible and welcoming for everyone.
• LGBTQ+ Inclusion: Promotes acceptance and inclusion of lesbian, gay, bisexual, transgender and all other gender identities and sexual orientations.
• Generational Diversity: Considers the differences between different generations (Baby Boomers, Generation X, Millennials, Generation Z, etc.) and seeks to ensure effective collaboration and understanding between them.
• Social and Economic Inclusion: Works to reduce social and economic disparities, ensuring that everyone has access to the same opportunities regardless of their social origin or economic situation.
• Religious Inclusion: Promotes acceptance and respect for different religious practices and beliefs, ensuring a work or community environment that is inclusive of all faiths.
• Diversity of Thought and Educational Background: Values ​​the importance of having people with different perspectives, experiences and educational backgrounds to foster creativity and innovation.
• Inclusion of all identities: In addition to the categories mentioned above, there is a growing recognition of the importance of including all identities, including those related to characteristics such as physical appearance, lifestyle, etc.

These important considerations lead us to ask ourselves why we should make Diversity & Inclusion programs.
1.1. The “engines” that push towards Diversity & Inclusion Management
There are unstoppable economic and psychological engines that push both companies and people to become more aware and more skilled in dealing with diversity.
1.1.1. The economic engine
One of these engines – the economic engine – is given by the increase in the flow of international trade, goods, information and people that crosses the planet. It is banal to repeat it, but a company, even a small one, today cannot survive without the ability to export.

Here are 50 keywords related to **diversity and inclusion**:

1. Diversity
2. Inclusion
3. Equity
4. Belonging
5. Cultural Competence
6. Unconscious Bias
7. Workplace Diversity
8. Inclusive Leadership
9. Equal Opportunity
10. Intersectionality
11. Representation
12. Accessibility
13. Social Justice
14. Gender Equality
15. Racial Equity
16. Inclusive Hiring
17. Disability Inclusion
18. LGBTQ+ Inclusion
19. Microaggressions
20. Psychological Safety
21. Inclusive Workplace
22. Employee Resource Groups
23. Bias Training
24. Multicultural Awareness
25. Affirmative Action
26. Workplace Equity
27. Ethnic Diversity
28. Neurodiversity
29. Anti-Racism
30. Diversity Training
31. Discrimination Prevention
32. Inclusive Communication
33. Equal Pay
34. Diversity Metrics
35. Minority Empowerment
36. Inclusive Culture
37. Gender Identity
38. Workplace Belonging
39. Diversity Strategy
40. Inclusive Policies
41. Diversity Initiatives
42. Cross-Cultural Competence
43. Disability Rights
44. BIPOC Representation
45. Fair Hiring Practices
46. Women in Leadership
47. Religious Diversity
48. Age Diversity
49. Supplier Diversity