Achieving Inclusion Excellence

Diversity: The Next Era: Setting the Course to Attain Inclusive Excellence (pdf)

1. Demonstrated commitment to diversity

  • In an inclusive organization, visible and invisible heterogeneity is present and valued through all departmental units and at all levels of responsibility.
  • Human differences are welcomed, valued and leveraged – not just our similarities.
  • The benefits of diversity are recognized, encouraged, valued and embraced.

2. Holistic view of employees

  • An inclusive organization is one in which all employees are viewed and respected as whole persons with multiple identities that extend beyond the organization.
  • Employees feel safe and are free to express their identities and behave truthfully in the work environment.

3. Participatory work organization and work process

  • An inclusive organization is one that recognizes the traditional and non-traditional skills, aptitudes, educational experiences, bases of knowledge, personal potential and life experiences of each employee, and structures work organization and processes to utilize and leverage these diverse skills.

4. Access to opportunity

  • An inclusive organization is one that creates a professionally nurturing environment in which all employees have equitable access to opportunities for personal and professional growth.
  • An inclusive organization opens opportunity to persons with diverse physical, developmental and mental abilities offering effective adaptations in the workplace to eliminate barriers to work performance and workplace participation.

5. Demonstrated commitment to continuous learning

  • An inclusive organization acknowledges that every employee is a learner and teacher, and creates a flexible, fluid organizational culture that prioritizes continuous. Collaborative, cross-organizational learning.

6. Equitable systems of recognition and reward

  • An inclusive organization establishes systems to recognize, acknowledge and reward the diverse contributions and achievements of employees at all levels of responsibility.

7. 360◦ communication and information sharing

  • An inclusive organization is one in which communication and information flow from all directions, in all directions and across all levels of responsibility.

8. Shared accountability and responsibility

  • An inclusive organization is one in which accountability and responsibility to uphold organizational values and achieve clear organizational goals and objectives in a mutually respectful work environment is shared by employees at all levels, and reflected with customers and clients, vendors, suppliers, partners and subcontractors as well.

 9. Alignment of organizational culture and process

  • An inclusive organization is one that acknowledges the existence of an explicit and implicit organizational “culture”, and continuously seeks to align this culture to support organizational values and the synthesis of divergent perspectives.

10. Collaborative conflict resolution processes

  • An inclusive organization values and utilizes progressive conflict resolution procedures that empower employees at all levels, across all departments, to work collaboratively to solve problems, resolve interpersonal conflicts and achieve mutually satisfying dispute resolutions.
  • An inclusive organization is committed to providing crucial confrontation skills training and negotiation skills training for all employees at all levels.

11. Demonstrated commitment to community relationships

  • An inclusive organization functions as a responsible citizen neighbor by forging constructive alliances with the local communities it serves to expand access or promote understanding to overcome prejudice and biases.
  • An inclusive organization understands and values the social contract that it has with the local communities it serves, and holds itself socially accountable to them.



Adapted with permission and modified from “The Netter Principles: A Framework for Building Organizational Inclusion”, the Workplace Diversity Network, 2000