Diversity and inclusiveness in the workplace is a topic that is receiving increasing attention within organizations. Clients, customers, students and colleagues all have their own specific mix of visible and invisible forms of diversity. For example, in terms of background, characteristics, skills, knowledge and much more. This means that embracing diversity and inclusiveness is crucial for a healthy and productive work environment. In our fourth edition of the Psychologists in the Wild we brought together a small group of behavioral experts and researchers from diverse backgrounds and discussed diversity and inclusivity in the workplace.

• What obstacles do you face when dealing with diversity in your work?
• Are some types of diversity easier or harder to deal with than others?
• Why can it be such a difficult topic to discuss?

What is diversity and inclusiveness?

Let's start with the basics. How do we understand diversity and inclusiveness? There are different approaches to this, depending on the context (Farndale et al., 2015). At the Psy Meetup, we defined diversity as recognizing and celebrating the unique differences that exist between people, including their skin color, ethnicity, gender, sexual orientation, religion, age and abilities. It is about recognizing that everyone has their own background, experiences and perspectives that make them who they are.

Inclusion, on the other hand, is about creating a welcoming and respectful environment where everyone feels recognized and valued, regardless of their differences. This means actively working to break down barriers and prejudices that may keep certain groups from full participation. An inclusive workplace is one where all employees feel comfortable and where diversity is recognized as a strength. Together, diversity and inclusion are essential to creating a healthy workplace. But to recognize and celebrate diversity, or to foster an inclusive environment, we also need to talk about it. And that's not always easy.

Why is it such a difficult topic to discuss?

At the Psy Meetup, we recognized that people (including ourselves) can be hesitant to participate in conversations about diversity and inclusion. The topic is very complex and often involves challenging deeply held beliefs and societal norms. It can also mean that people have to face their own biases and assumptions, which can be a difficult and uncomfortable process. Moreover, conversations about diversity and inclusion often involve power dynamics and privilege. In the workplace, where hierarchies and power structures may be firmly entrenched, it can be challenging for certain groups to feel heard or valued (Kirton & Greene, 2021).

We identify the following six reasons why people may shy away from the conversation.

• Lack of knowledge or understanding: Some will feel that they do not know enough about the topic, making them feel uncertain about how to participate meaningfully in the conversation.
• Fear of saying something wrong: Others may hesitate to participate in conversations about diversity and inclusiveness because they are afraid of saying something offensive. They may worry that they will be seen as insensitive or cause harm.
• Sense of discomfort: Because of societal norms and individual experiences, discussing diversity and inclusiveness may evoke uncomfortable emotions or memories for some. The topic may feel too personal or sensitive to discuss in a professional or public setting.
• Lack of relevance: Individuals who are not directly affected by issues of diversity and inclusiveness may feel they have nothing to contribute to the conversation.
• Resistance (or fear of it): When it comes to discussing topics that can make us uncomfortable, resistance from others can be a major barrier. Dealing with resistance can be challenging, especially if the topic is difficult to talk about. At our last Psymeetup we discussed the different types of resistance and how to deal with them, you can read that blog here.
• Theory vs. reality: While some people may speak from personal experience, others may have a more theoretical understanding of the topic. This discrepancy can make it challenging to find common ground and engage in productive dialogue.

Ultimately, it also boils down to the fact that people are not fans of tension and prefer to choose the path of least resistance because it is more comfortable and easier to walk. But despite the obstacles, it is essential to prioritize discussions about diversity and inclusion to create more inclusive workplaces. By doing so, we can ensure that everyone feels valued and included, which is precisely how we can benefit from a diverse composition of people.

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Inspiring insights

We would like to thank our guests for sharing their insights and experiences. Their unique backgrounds and perspectives brought a fresh and inspiring perspective to the conversation. As one of our guests put it, this Psy Meetup was particularly “thought provoking.” We are eager to share more of our lessons and tips for improving inclusivity in the workplace. So stay alert for our next blog post, where we will share our evidence-based interventions and fun tips for creating a more inclusive workplace.

Reference List
Kirton, G., & Greene, A. M. (2021). The dynamics of managing diversity and inclusion: A critical approach. Routledge.
Bell, M. P., & Washington, M. (2012). Diversity in organizations: A critical examination. In The Oxford Handbook of Diversity and Work (3-17). Oxford University Press.