Episode 213: How to Expand Diversity and Inclusion to Include Everyone, with Toby Mildon

"There is diversity within diversity itself. Even people with shared disabilities have different experiences. We are all diverse. Diversity includes everyone."

~ Toby Mildon, Author of Inclusive Growth: Future-proof Your Business by Creating a Diverse Workspace, and Building Inclusivity: Making Your Workplace Equitable, Diverse and Inclusive

 

How many people in the world are exactly like you? EXACTLY like you, no differences.

The answer is no one. Every single person, because of countless factors including genetics, personal experiences, education, inherent skills--the list is endless--is unique. 

Toby Mildon, author and DEI expert, notes that when we broaden our definition of diversity to include everyone's unique skills and circumstances, and provide access in our workplaces for all to succeed, we "can increase creativity and innovation and problem solving because you have people with different perspectives and experiences."

A wheelchair user for his entire life, Toby notes his personal experience with diversity, but also suggests that we must begin to think about other, less obvious aspects of diversity. Toby suggests that one of the keys to making DEI all-inclusive is finding commonalities and synergies between different groups. Toby says: "When we stop labeling groups and identifying them by a particular issue and realize everyone has the issue to some degree, implementing changes can benefit everyone in an organization," --a unifying benefit of DEI that uplifts the entire organization.

At Brilliantly Resilient, we recognize the benefits of diversity and inclusion, both on a large scale and within our own lives. Seeking out others with different experiences, perspectives and talents helps us learn, grow and evolve--a key to living a Brilliantly Resilient life.

Learn more about Toby on his website, and find his books here. Tune in for more of Toby's wisdom on this week's episode of the Brilliantly Resilient podcast, and be sure to listen for these additional bits of Brilliance:

• I've been on a Diversity and Inclusion journey myself. I've been a wheelchair user all my life. I have personal experience with diversity.... We have to be thinking about other aspects of diversity.
• Individuals are individuals. Everyone has their different starting points. You need to provide personalized adjustments and ways of working to level the playing field.
• When we stop labeling groups and identifying them by a particular issue and realize everyone has the issue to some degree, implementing changes can benefit everyone in an organization.
• If we take a social model of thinking into the workplace, we can ask ourselves what are the barriers people are facing? What roadblocks are in the way of people succeeding? We need to address those issues.... It's access to opportunities.
• When you recognize that the adversity that has kept people out is also what has allowed them to develop the skills that will bring value to the organization, we realize we need to even further expand our idea of diversity.
• You need to swiftly engage the senior management team and get them crystal clear on why DEI is important to the future of THEIR business.... Start with the organization's vision and mission and then move on to see how DEI will help them grow.
• A diverse workforce can increase creativity, innovation and problem solving because you have people with different perspectives and experiences. If people are too similar, you end up with "Group Think" and blind spots.
• Are we creating the environment of inclusion in companies where everyone can thrive? As an employer, you have a unique place in society to create a ripple effect. If you create an inclusive place to work where individuals can thrive, you can also affect society. It all starts with the opportunity to go to work and earn a living.

Let's be Brilliantly Resilient together!

XO,

Mary Fran