The Importance of Diversity, Equity, and Inclusion in HRM

This essay delves into the crucial aspects of diversity, equity, and inclusion (DEI) within human resource management (HRM). It begins by defining key terms such as diversity (encompassing various individual differences), equity (fair access and treatment), and inclusion (creating a welcoming environment). The paper then builds a case for DEI, highlighting moral, economic, and market-driven arguments for its importance. The essay also explores the strategic role of DEI in HRM, emphasizing its impact on organizational values, strategic planning, and the need for leadership commitment. The conclusion stresses the significance of embracing DEI for a broader outlook and fostering inclusive work settings, emphasizing the need for understanding and respecting differences among employees. References from various academic sources support the arguments presented.

Running Head: DIVERSITY, EQUITY, AND INCLUSION 1
Diversity, Equity, and Inclusion in Human Resource Management
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DIVERSITY, EQUITY, AND INCLUSION 2
Introduction
Different operations of managing human resource depend on aspects of diversity, equity,
as well as inclusion. For instance, nonprofit organizations utilize these words as they strive in the
competitive marketplaces to become more diverse. Although, several managers are uncertain
concerning the steps required to turn dialogue alongside intention into action (Bernstein, Aulgur,
& Freiwirth, 2019). There has never been a more critical moment to assist different organizations
in succeeding in their operations towards strengthening diversity, equity, together with inclusion.
According to the study by Brennan (2019), diversity, equity, and inclusion in HR management
show devices and data to aid leaders in making necessary changes that can lead to more diverse,
inclusive, and equitable organizations. Hence, in this research paper, the presentation offers the
baseline definitions, the cases for why diversity matters together with the introduction to
different resources that an individual might find in the Diversity, Equity, and Inclusion within
management of HR.
Definition of terms
The descriptions of diversity, equity, along with inclusion, are founded on language from
the D5 Coalition, UC Berkeley, and Racial Equity Devices Glossary.
Diversity
It comprises of all the manners in which individuals differ. It encompasses of the
different traits that make an individual or group to differ from another. Although, diversity is
always used in reference to mixed race, gender, and ethnicity, the HR embrace the broader
description of diversity that also comprise of age, religion, nationality, sexual orientation,
disability, the status of socioeconomic, marital status, physical appearance, along with language

DIVERSITY, EQUITY, AND INCLUSION 3
(Ruth, Bulger, Salipante, & Weisinger, 2019). In some cases, diversity comprises of ideas,
values, and perspectives. Therefore, in the management of human resources, diversity refers to
the concept that considers different ways individuals in management are alike while respecting
the manner other individuals are different (Downie et al., 2016). The application of diversity as a
notion to the majority of circumstances can result in the creation of a definite conclusion in
human resource management.
Equity
It refers to the fair access, opportunity, treatment, together with advancement for every
individual while at the same moment striving to eliminate as well as identify different barriers
that have in one way or the other prevented the full participation of different groups. The idea of
improving equity involves the process of increasing fairness together with justice within the
processes alongside the procedure of institutions or systems (Woody, 2017). The improvement of
equity in human resources management also consists of the increase of methods of institutions in
their distribution of operational resources. In human resource management, improving equity
comprise of the need to increase justice within the procedure of system in their allocation of
operational resources (Denton, 2017). Additionally, the necessity for tackling issues to do with
equity needs a proper understanding of the root causes of disparities in results within the HR
setting.
Inclusion
It refers to the act of developing environments in which any group or individual can be as
well as feel respected, welcomed, supported, and valued to have the opportunity of full
participation in the management process. The cases of inclusion along with the welcoming

DIVERSITY, EQUITY, AND INCLUSION 4
climate of management embrace disparities and provide respect in actions and words for every
individual within the operation of an organization. It has been reported in the research conducted
by Lamba (2019) that it is vital to note that while the inclusive group is by diverse description.
For instance, a diverse group in HR management is not inclusive. However, cases of recognition
of implicit bias or unconscious aids organizations to be deliberate concerning addressing aspects
of inclusivity in management within human resources (Bock, 2015). Besides, it is exciting in
business operations to make note of that while diversity rejoices disparities amongst people.
Inclusion aspect of operation on one side links the diverse individuals into the unified area.
Case for Diversity, Equity, alongside Inclusion in HR management
There are different vital arguments within HR management that make a case for diversity,
equity, together with inclusion. For instance, the moral or social justice scene asserts that every
individual has the value that they aim to contribute (Cordova, Beaudin, & Iwanabe, 2018). Such
individuals are focusing on addressing barriers and different historical aspects within the
management of HR that might have led to unfair conditions for diverse populations that are
considered to be marginalized. Like the case of racial equity that stands out to be what the
genuinely non-racist community might appeal to be similar. In such scenarios, the distribution of
benefits and burdens of the society might not be skewed by different races, as people might be
less or more probable to experience due to skin color (Downie et al., 2016). From the perspective
of morals, nonprofits are generated to improve the community and as such they should e diverse,
inclusive, as well as equitable.
The other case is for economic that is based on the idea that countries and organizations
that tap into a diverse pool of talents that are firm and more effective. In HR management,

DIVERSITY, EQUITY, AND INCLUSION 5
economists view cases of discrimination to be inefficiency in the economy as it is the outcomes
of the systematic human resources misallocation (Bock, 2015). Additionally, market case of
diversity, equity, and inclusion state that different organizations will have the best opportunity of
improving how they serve their customers if they reflect the diversity of their ads of the
marketplace. The other case is the result case. It records that diverse teams in HR management
lead to better outputs cases of diverse operations of nonprofit organizations and the diversity of
perspectives within activities of problem solver individuals will lead to improved solutions to
social concerns (Woody, 2017). Different foundations, as well as nonprofits, are continually
talking about various issues relating to diversity, equity, and inclusion that they are not seen
previously. Different factors have impacted such discussions. Current social migrations have
pushed the issues of diversity, equity, as well as inclusion within HR management to a higher
priority.
Role of the Diversity, Equity, along with Inclusion within HR
The present society has the belief that organizations that operate by prioritizing diversity,
equity, as well as inclusion tend to create the setting that values and respect differences among
individuals along different dimensions. Additionally, inclusion organizations foster customs that
reduce cases of biases while recognizing and addressing systematic inequalities that if left
unattended to or unaddressed can develop negative traits for particular individuals (Brennan,
2019). The aspect of diversity, equity, with inclusion is not just the HR aspect, but it is the
strategic aspect. These efforts need to be reflected in the mission, values, and vision of an
organization. They need to be incorporated into the organization's strategic schedule and
cascaded throughout the operations of the organization. There is a need for leaders in HR to
invest resources, time, and courage to make advancement in generating an inclusive business

DIVERSITY, EQUITY, AND INCLUSION 6
environment (Denton, 2017). Moreover, the context of diversity, inclusiveness and equity make
it possible for different groups of individuals to operate together as they are built on the common
factors. They are also built in the exclusive traits of every member of the team.
Conclusion
From the above examination, it is evident that diversity, equity, together with inclusion
has become buzzwords in the community that deals with business operations. It is a buzzword as
several individuals have become more vocal concerning the need to broaden the pool of workers.
The ideal approach to promote diversity, equity and inclusion in HR management is by
embracing them and having a broader outlook during the operations. The need of every worker
to get to know and understand their colleague on the personal level regardless of their
background or culture, attaining shared ground, deepen appreciation of individuals in terms of
difference, and promoting the inclusive and welcoming work setting are some of the aspects that
can better ideas of diversity, equity, with inclusion within HR management.

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References
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Cordova, R. D., Beaudin, C. L., & Iwanabe, K. F. (2018). Addressing diversity and moving
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Inclusion: An International Journal, 33(3), 293-308. doi:http://dx.doi.org/10.1108/EDI-10-
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