The values of diversity and inclusion are no longer just buzzwords for policy-makers, the public service, and other governmental or non-governmental institutions. When these organizations truly embody such values, it not only ensures representation of the society they serve and limits groupthink but also fosters public trust, equity, accessibility, transparency, and impartiality.

The basics of diversity, equity, and inclusion

Diversity is the acceptance of the unique differences between individuals, such as our physical characteristics appearance, gender, sexuality, ethnicity, socio-economic status, religious beliefs, and age.

Equity is considering each person’s circumstances, abilities, and backgrounds, and modifying resources or opportunities so that their experience is equivalent to everyone else.

Inclusion is the creation of a culture where everyone is welcome, despite each person’s differences. It is the extent to which members of an organization feel valued, respected, and accepted.

Why it matters in policy-making

A diverse, equitable, and inclusive organization fairly understands what is essential for its constituents or groups it serves. It takes into account not just one specific demographic within its constituency but all demographics, especially the most vulnerable (i.e. women, children, and elderly) or those who are historically excluded in the policy-making process (i.e. migrants, ethnic minorities, Indigenous peoples, and persons with disabilities).

Incorporating these values not only makes good business sense for public organizations but also limits groupthink and ensures all perspectives from all groups are represented in the decision-making process.

At the macro-level this shifts policies and legislations away from a Western-centric or Global North context to equitably incorporating Eastern or Global South viewpoints. This shift requires a systemic change in mindset and practice, beyond verbal commitments and calls to action.

Why it Matters for the Youth?

The youth and children have been historically excluded in terms of being recognized and valued by decision-makers. In particular, the struggle to have their concerns seen to be just as important as other demographics. Typically, youth groups are included in consultation or discussion tables but are excluded when it comes to policy or program enactment.

It is essential to recognise that youth and children are not a homogenous group themselves and diverse young people should have an equal seat at the decision-making table. Especially, when considering that decisions made today will have a more significant impact on today’s youth and children in the future.

The benefit to organizations and constituents

The positive impact of a diverse, equitable, and inclusive organization includes better decision-making, driven by having various perspectives from different groups that highlight the problems, barriers, and challenges that are unique to those groups. As well as greater employee satisfaction, organization resiliency, and better recruitment and retention rates.

Likewise, a diverse, equitable, and inclusive organization strengthens the relationship between the general public and these organizations, thereby, fostering public trust.