The first misconception is about diversity’s impact on performance. Professor Romani explains how diversity is an asset, but one that needs to be harnessed through an attitude of openness and inclusion of a diverse set of opinions in order to blossom. So, rather than diversity, it’s inclusion that has an impact on performance.

Another misconception is that DEI-work is done on the individual level, but if so one might miss structures and routines that counteract these initiatives.

Thirdly, many believe DEI to be abandoned by corporations. Professor Romani observations give another account. Organizations want their leaders to be well-equipped in how to incorporate inclusion in their work, to be able to recruit broadly, thus attracting the most competent coworkers regardless of background. It turns out working for diversity, equity and inclusion goes hand in hand with working for thriving and competitive organizations.

The article was published by Contentway as part of DI on September 17th. A digital version can be accessed here