Industry Confidential

Check in every issue for the unfiltered thoughts of our guests writers and contributors as they discuss the hottest topics in sports tourism. Join the conversation by tweeting us: @pushsports. In this issue our guest writer discusses the subject of diversity, equity, and inclusion.

The subject of diversity, equity, and inclusion is more significant than procedures, percentages, or programs. Fair employers outperform their competitors by recognizing the wishes, perceptions, and abilities of their team. The outcome results in diverse, equitable, and inclusive workplaces with trust and commitment from their employees.

It can be confusing to separate diversity and inclusion. Diversity and inclusion are two unified conceptions; however, they are far from identical. Diversity represents the composition of an entity. Inclusion speaks to the impact, existence, and viewpoints of various groups and whether they are valued and incorporated into a professional environment. An environment where many different perspectives and identities exist but only the views of certain groups are valued or possess influence may be diverse but not inclusive.

A workplace focused on diversity and inclusion makes all, regardless of organizational hierarchy, feel engaged and supported in all workplace environments. When recruiting talent, reviewing your departments, and leadership, are you considering diversity when planning and making decisions? When reviewing gender, race, and leadership, you can begin revealing the true acknowledgment of diversity and inclusion in the workplace.

Research has shown benefits from creating a diverse and inclusive workplace include increased revenue growth, a willingness to innovate, more success in recruiting a diverse talent pool, and impressive employee retention rates. Inclusion is arguably one of the most important secrets of retention. Employees will leave an organization should they feel that their business ideas, dignity, or contributions are not valued or considered by their organization.

Research on company culture shows that when employees wholeheartedly feel that their and their co-workers will be respected and treated fairly, they are more likely to look forward to working each day, have pride in their work, and have loyalty to an organization.

An inclusive workplace does not only have diverse people represented, but it also has a diversity of people empowered, trusted, and involved within and by the organization. Organizations must provide day-to-day experiences that help employees feel a sense of belonging, their talents mean something, and that their unique needs are cared for by their co-workers and leaders.

Technology and social injustices continue to change the environment in every industry. Organizations will need creative, passionate, and empathetic people to recognize the potential new technologies and ingenuity bring to an increasingly demanding, vocal arena.

Without this focus, organizations will be in danger of declining revenue and losing ground to their competitors in these unsettling times. However, the companies that succeed in diversity and inclusion endeavors will cultivate a tremendous following and thrive.