To comprehend the concept of inclusion within the workspace, it is vital first to dissect two key terms: diversity and inclusion. While closely intertwined, these terms represent distinct concepts.

Diversity pertains to the spectrum of personal, physical, and social traits within a group or organization. This representation encompasses several dimensions:

  • Primary: These are inherent differences dictated by race, gender, ethnicity, age, physical abilities, and sexual orientation.
  • External: These are societally influenced differences, shaped by education, income, religion, marital status, and appearance.
  • Organizational: These differences are dictated by the work environment, including location, seniority, industry, function, and tenure.
  • Cultural Orientations: These more elusive differences include traditions, body language, conflict resolution approaches, power distance, etc. 

Conversely, inclusion refers to how these diverse individuals perceive and experience their environment. It fosters an atmosphere where everyone feels valued, respected, and appreciated. Inclusion prioritizes equitable treatment and justice for all individuals, irrespective of their diverse psychographic and demographic attributes.

Importance of Inclusion in the Workspace

Promoting inclusion not only makes sense from a moral standpoint, but it also holds significant and measurable value. 

Statistics reveal that gender-diverse companies outperform their less inclusive counterparts by 15%. Furthermore, companies with ethnic diversity exceed non-diverse organizations by 35%. Beyond these numbers, inclusive workplaces are often linked with increased productivity, enhanced innovation, superior decision-making abilities, better employment engagement/retention, and heightened creativity while also allowing brands to remain competitive in today’s diverse and global market.

Therefore, it’s evident why many businesses, like LARM, prioritize enhancing diversity and inclusion within their work environments.

Inclusion within the Mobility & Relocation Industry

Global mobility inherently promotes diversity, as it involves the relocation of individuals worldwide, each contributing their unique dimensions of diversity. However, inclusivity in mobility isn’t always a given. Unconscious bias can inadvertently narrow the candidate pool for relocation opportunities, potentially overlooking many qualified individuals. This is particularly prevalent within the LGBTQIA+ community, where 39% of candidates decline assignments due to fears of a backlash.

Consequently, it is imperative for companies within the mobility and relocation industry to refine their relocation processes. They must thoroughly acquaint themselves with local laws and norms to cultivate a more inclusive and transparent employee relocation process.

As service providers, relocation specialists bear the responsibility of equipping assignees with comprehensive, accurate information about their new location. This includes insights into company culture, educational institutions, neighborhoods, and other facets of their impending environment that could differ significantly from their country of origin or where they might experience discrimination or non-inclusive behavior due to their skin color, religion, sexual orientation, or other aspects. While relocation companies cannot control the attitudes or actions of individuals at the new location, such thorough preparation can significantly aid assignees and their families in navigating a smoother transition.

The overarching goal is to embrace diversity and promote inclusion. This is not merely a compliance or reputational requirement but a vital factor contributing to business success.

The provided information is derived from a sequence of webinars, termed ‘WebiLArm,’ internally conducted at LARM. On this specific occasion, the session was dedicatedly facilitated by Mercedes Naficy D’Angelo, who holds an esteemed position as a Senior Intercultural and Diversity, Equity, & Inclusion (DE&I) Consultant.

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