Diversity is the mix of people in an organization – it’s the differences represented by various groups (e.g., instructor, student, administrators) who are represented within the organization. Inclusion is making the “mix” work by helping people feel valued for who they are and what they bring to the organization. This is established through organizational structures and policies to ensure engagement and contribution. Inclusion is assessed by how well an organization and its leaders value its diversity and how it pragmatically sets procedures in place to be ready when challenges arise.

For example, how can diverse teams manage their differences in order to achieve better business results while at the same time improving employee engagement? People are going to disagree. They will say or do things that are misinterpreted. Inclusive leaders work towards a corporate culture where all members feel respected, valued, and safe regardless of their position. When an instance arises, the leadership team’s top priority is to ensure that all parties involved are heard, are treated fairly, and are not afraid of the power dimensions.

In the beginning scenario, it would have benefited all to understand the context of the lesson, the learning goals of the instructor, the motives of the student, and the underlying concerns of the administrators. There were missed opportunities for learning and personal growth that could have come out of this situation rather than rushing to take action. Understanding what diversity and inclusion mean is the first step to becoming an inclusive leader. This leads to the second point. Combine Different Approaches: Explore a combination of learning methods, such as using apps for foundational knowledge and participating in project-based learning activities for real-world application.