“Companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers.”

---Josh Bersin

                A discussion around Diversity, Equity and Inclusion (DEI) must involve an examination of our overall culture, and not just the work culture of a particular organisation. Companies operate within the bounds of the larger societal culture. By taking a proactive role to promote a positive work culture in line with DEI principles, an organisation can have a positive impact on the larger society as well. Making a company diverse and inclusive, however, is much more than mere ethics: it can be a major force of revenue generation, profit and growth. A commitment to DEI principles, then, can have positive economic consequences for the company, and would have a bearing on its mission, values and future vision.  An important principle of DEI states that ‘the onus of inclusion lies on those who are included, not on those who are excluded.’ A proactive approach in reaching out to individuals with diverse backgrounds can help in affirming a sense of belongingness, promoting the sense amongst all individuals that they are essential to the success of the company. It becomes vitally important then, for organisations to assume active responsibility to work towards an inclusive and just work culture. This paper attempts to understand and clarify the true meaning and need for Diversity, Inclusion and Equity from the perspective of organisations and the people associated with it. The paper will elucidate the differences between the principles of Diversity, Equity and Inclusion. It would further suggest steps that can be taken to effectively implement DEI, along with examining ways in which we can close the present gaps in the implementation of these principles.

KEYWORDS: Diversity, Equity, Inclusion, Societal Culture, Work Environment.