To Try or To Do

It is important to understand that “trying” and “doing” represent two extremes in our commitment to diversity and inclusion. Here we break down the key difference:

Trying: This involves a superficial approach, where we simply make an effort to appear inclusive without a real commitment. It’s like putting a band-aid on a deep wound instead of properly treating it. In practice, this translates into grandiose statements and public relations campaigns without substantial changes.

Doing: Here we are talking about genuine and sustainable action. We not only say we support diversity and inclusion, but we demonstrate it in our culture, policies, and practices. This means providing opportunities for all individuals, regardless of their background, gender identity, sexual orientation, or abilities.

How can we transition from “trying” to “doing”?

Continuous Education: Start by learning about the experiences and challenges faced by all individuals, especially those in marginalized groups.

Inclusive Policies: Implement inclusion policies in your company that ensure equal opportunities for everyone.

Diversity in Decision-Making: Ensure that all voices are heard and represented in decision-making.

Accountability: Measure and evaluate your progress consistently. Are you truly making a positive change?

Active Listening: Foster an environment where all voices are valued and heard.

It’s not enough to “try” to be inclusive. We must “do” the real commitment, take concrete and sustainable actions to build a more diverse and inclusive world for all individuals.