The 5 Disciplines of Inclusive Organizations

About the Authors

Andrés Tapia and Fayruz Kirtzman are recognized leaders in the field of diversity, equity, and inclusion (DE&I). Andrés Tapia has been at the forefront of organizational change for over two decades, advising numerous global corporations on how to harness the power of diversity to drive business success. He is a sought-after speaker and author, known for his insightful and practical approaches to DE&I. Fayruz Kirtzman brings extensive experience in strategic consulting and has a deep understanding of how to integrate DE&I principles into core business operations. Together, they provide a unique and compelling vision for transforming organizations through inclusive practices.

Main Idea

In The 5 Disciplines of Inclusive Organizations: How Diverse and Equitable Enterprises Will Transform the World, Tapia and Kirtzman present a comprehensive framework for building inclusive organizations that prioritize diversity and equity. They argue that inclusion is not just a moral imperative but also a business necessity that drives sustainability, innovation, and competitive advantage. The book outlines five key disciplines that organizations must master to become leaders in DE&I: managing risk, exploding awareness, maximizing talent systems, mastering logistics, and seeing the marketplace.

Table of Contents

1. Introduction
2. Discipline 1: Manage the Risk
3. Discipline 2: Explode the Awareness
4. Discipline 3: Maximize the Talent Systems
5. Discipline 4: Master the Logistics
6. Discipline 5: See the Marketplace
7. Conclusion

Introduction

The journey to becoming an inclusive organization is a transformative process that requires a deep commitment to change. Tapia and Kirtzman set the stage for this journey by highlighting the interconnectedness of DE&I with broader organizational goals. They argue that inclusive organizations are not just morally sound but are also more innovative, resilient, and profitable. This book is a guide to mastering the five disciplines that will lead to true inclusion.

Discipline 1: Manage the Risk

Managing DE&I-related risk is crucial for maintaining an organization’s reputation and competitive edge. Tapia and Kirtzman emphasize that avoiding litigation is just the starting point. Inclusive organizations must focus on both structural aspects, such as policies and safeguards, and behavioral aspects, like mindsets and relationships.

BASIC: At the basic level, organizations focus on compliance and litigation avoidance. Anti-discrimination policies are in place, but the emphasis is on not getting into trouble rather than fostering an inclusive culture.

Organizations at this stage often tie the responsibility for inclusion to the legal team, with a mandate to "not get in trouble." Leaders may be caught off guard when major incidents occur, and compliance training is often seen as a box-ticking exercise rather than a meaningful engagement with DE&I principles.

PROGRESSING: As organizations progress, they become more aware of the need for respectful workplace practices. Leaders start to pay attention to DE&I, often due to external pressures from investors or media. They begin to conduct adverse impact analyses to root out discriminatory practices and create a more respectful workplace.

At this stage, the focus is on good intentions and greater awareness. People managers apply policies more consistently, and there is a broader understanding of what constitutes respectful and inclusive behavior.

ADVANCED: Advanced organizations view DE&I through a broader risk management lens. They consider reputational risks and strive to create a culture of trust and psychological safety. Leadership becomes more forward-looking, considering how they want to be known in the market and among their employees.

Behavior shifts from the Golden Rule of treating others the way you want to be treated to the Platinum Rule of treating others the way they want to be treated. Employees feel empowered to speak up without fear of negative consequences, fostering an environment of psychological safety and trust.

LEADING EDGE: Leading-edge organizations fully integrate DE&I into their risk management strategies. They actively monitor and mitigate risks related to underrepresented markets and diverse perspectives. DE&I is seen as a critical component of overall business strategy, influencing decisions at all levels.

"Inclusive organizations know that managing the risk is key to staying competitive as an employer and as a provider of goods and services." - Andrés Tapia

Discipline 2: Explode the Awareness

Awareness is the foundation of transformation. Tapia and Kirtzman stress the importance of self-awareness for leaders and organizations. By acknowledging internal inequities, organizations can begin meaningful change.

BASIC: Organizations at this stage create initiatives to raise awareness about DE&I. The focus is on celebrating diversity and building initial awareness. Often, human resources take the lead in bringing this awareness to the rest of the organization.