At this stage we shouldn’t have to write this, but it’s precisely because of how some organisations ‘do’ EDI and how some people go about seeking change that the Musks of the world say what they say. So here we are, let’s roll the sleeves up and debunk the 5 most pervasive EDI myths!

Myth: To create inclusion, we must eliminate bias.

Truth: Bias is inherent to human cognition and can’t be deleted from our hardwiring! However, efforts to interrupt bias’s impact, such as awareness training, building psychological safety and tools that actually help people interrupt bias, are crucial for fostering inclusivity.

Myth: Inclusion means you have to share everything about your personal life.

Truth: Inclusion isn’t about divulging personal details but rather about creating an environment where everyone feels valued and respected. It’s about creating an environment where people can share what they want or need to share.

Myth: Bringing in people from diverse backgrounds is the most important step.

Truth: While diversity in hiring is important, it’s equally important to prioritise inclusion from the outset. Without fostering an inclusive environment, diverse voices may be stifled or underutilised, leading to higher turnover, brain-drain and higher costs.

Myth: HR policies are all you need for EDI

Truth: Policies are essential, but not enough. True change requires a cultural shift towards inclusivity. Merely having policies in place won’t foster genuine inclusion without a supportive culture. Click here to find out about how you can use policies to help with your EDI work.

Myth: You can’t measure diversity in your organisation.

Truth: If you can, then you should use data! What other business strategy would be greenlit without backing data? Absolutely none. Collecting diversity data is legal and beneficial, provided it complies with GDPR regulations. This data can inform data-driven approaches to EDI, aiding in identifying areas for improvement. Take a look here to understand how data is an essential part of reducing your organisations exposure to the risks of incidents of harassment.

EDI demands that we develop a nuanced understanding that goes beyond simplistic conversations about giving preferential treatment to certain groups. Instead, it’s about creating an environment where everyone can thrive and perform at their best.