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Equality and Opportunities Part Two: Understanding Inclusion

 

equality and opportunities part 2

Does your organization and leadership practice diversity, inclusion, equality, and opportunity as an underlying principle in everything you do?

At Mission Search, these philosophies drive us every day, in all of our actions to connect and find qualified, diverse healthcare professionals with a focus on inclusion. But what exactly do these principles mean? Earlier this month, we spoke with Mr. Rayshon Knight about diversity, and this week, we discuss the principle of inclusion and how it must be meaningfully implemented to help employees fully engage in a workplace environment.

Understanding Inclusion

If diversity is understood as a myriad of perspectives, inclusion is a separate but equally important key to healthy, engaging work dynamics. Inclusion means giving someone the same opportunity to be involved. To have a voice. While we may think of cultural events or celebrations as inclusive – honoring the culture of minorities and such – it doesn’t benefit them if their voices aren’t heard at board meetings.

In this way, a group of diverse talent can only be considered inclusive if they give everyone the same opportunity to be involved with the strategies and tactics behind how the work is actually done.

When it comes to connecting healthcare talent with opportunity, Mr. Knight explains the Mission Search approach. “I can find you diverse talent, but I can’t make you take the talent. But I can promise you, as a deliverable, we’re going to have diverse talent. We’re going to have people at the table, who are inclusive and who can do the work.”

Unconscious Bias

Unconscious bias is an undercurrent that refers to associations that are made between people with different qualities, social categories, education, and other characteristics that are made without awareness. These stereotypes or implicit preferences are a major contributing factor to a lack of workplace diversity.

“Imagine if you are interviewing someone for a position at your own company,” explains Mr. Knight. “Suppose you learn they went to the same school as you or were from your hometown. Many people can make an unconscious assumption or preference that that person will be like-minded, more familiar.”

Familiarity and stereotypes may enter the hiring process as unconscious bias and can be harmful to an organization unwittingly. Reinforcing inclusion and diversity as driving principles to acquire various perspectives, talents, and professionals with varying backgrounds can ultimately help organizations grow and achieve success.

Partner with Mission Search – A Diverse and Inclusive Recruitment Firm

At Mission Search, we strive to provide our clients with a qualified, diverse roster of candidates that fulfill critical needs across radiation oncology, executive leadership, interim leadership, and more – with an emphasis on inclusion.

To learn more about our dedication to diversity and inclusion, or to learn about our services, contact us today or call (800) 410-2009.

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