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J2DW Announces 2022 New Board Directors

J2DW Announces 2022 New Board Directors

 

For Immediate Release

Barrie, ON, 18 May 2022 – Journey to Diversity Workplaces, a leader in the promotion of a new progressive workplace, announces three new board directors for two-year terms.

Current board members include:

Cynthia Gordon, Past Chair, joined the Board in 2018.
Heba Roble, Privacy Commissioner, joined the Board in 2021.

New board members include:

Dr. Leland Harper, Chair, ratified 12 May 2022.
Frank Tuzi, Secretary, ratified 12 May 2022.
Muddasir Zaib, Director, ratified 12 May 2022.

Dr. Leland Harper is Assistant Professor of Philosophy at Siena Heights University. His research focuses on philosophy of race, particularly issues of racial solidarity and racism. He is the editor of the Philosophy of Race series at Vernon Press and the organizer of the Great Lakes Philosophy Conference, an annual international philosophy conference. Leland grew up in Vancouver, British Columbia, and received a BA in General Studies from Kwantlen Polytechnic University, an MA in Philosophy from Toronto Metropolitan University, and a PhD in Philosophy from the University of Birmingham. In his spare time, he operates Leland Harper Consulting, a diversity, equity, and inclusion consulting firm based in Toronto, spends time with his wife and two children, and can be found cheering on the Boston Red Sox and the Los Angeles Clippers.

Frank loves spending time with his wife and 3 kids aged 6, 5 and 2 and currently lives in Ottawa. He really enjoys a great story. The topic or the format doesn’t matter as long as it is a great story. He has worked in the mortgage industry for 18 years, working his way up from a summer student to various leadership roles in mortgage underwriting. He is excited to contribute to J2DW’s growth and is eager to learn and grow along with the organization.

As a corporate lawyer, Muddasir has been involved in many large and small business transactions with Canadian, the US and European organizations. In the course of these dealings, Muddasir has worked with many other lawyers and professional advisers in providing range of legal services including business incorporations, contract drafting and other regulatory compliance matters. Muddasir holds a bachelor of law, a master of business administration and is currently pursuing LLM (Business law) from York University Toronto.

“I think it’s fantastic that we have such a diverse board with such exceptional people with the level of experience that they have.” commented Founder & CEO Peter V. Tretter

Journey to Diversity Workplaces is a non-profit organization built on improving the business and social environment by championing diversity and the workers within those workplaces. J2DW was formed in 2013 by Founder and CEO Peter V. Tretter with the goal of introducing and maintaining progressive workplace policies. Ideas like higher wages and a four-day workweek are key strategic pillars for J2DW to improve the quality of life and social footprint that businesses have on their employees and communities.

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Inclusion, The Global Directive We Love

Hello Traveller! Today I am fortunate enough to be able to write about something I feel close to, inclusion. Inclusion matters because it is a critical component of a high functioning team, and it is an excellent philosophy to practice as the world is becoming more diverse. Please adjust your thoughts now and focus on inclusion, a state of being included. A recent study by Mckinsey, and the ensuing “slew” of articles that followed, has been looking at the idea that diverse and highly inclusive workplaces can lead directly to higher sales, and innovation. This seems to be great news if you’re in favor of either money, technology, or the cultural revolution we are headed through now. I’m speaking of course about the abolition of hate speech directed towards traits and differences; notable segments, like the education field, business and tech, the United Nations, government, and invested citizens, are voting inclusion with their actions and words, which is a good thing because the population may want to work together on account of the planet heating up and the icebergs melting.

Now inclusion, has been identified as separate and vital to achieving a diverse workplace and being able to use the benefits as such. Meaning, you might hire people who are diverse, but said employees must also interact, and develop as a team that manages inclusion in good faith. A different report from Mckinsey recommends having diversity in all levels of the business. Making diversity and inclusion (DI) every manager’s job from top to bottom level, developing transparency for rewards and promotions to reduce ambiguities. Adopting a zero-tolerance policy towards discrimination to allow for people to feel more relaxed, and actively embracing new types of diversity that are receiving attention. This sounds like it would bring inclusion front and center, but like everything else it will require oversight to ensure progress is being made and ethics are being upheld.

DI strategies have developed in recognition of the fact that there must be time spent managing and promoting inclusion for it to thrive. People must feel the positive connections that come from trust and close relationships to reach their potential in the workplace. To access the potential gains of diversity, we must be allowed to relax a bit. One must be able to be their true authentic self to get there. Furthermore, feeling included can lead to the development of loyalty and group cohesion. Cohesion is how groups hold each other accountable and more developed cohesion will increase their ability to reliably complete their group tasks. It seems fitting to discover that in business it is good to work with diverse people when put it in contrast to growing legislation and deliberation on reducing racism.

So, it becomes no wonder that inclusion is the topic of the day then. By opening ourselves to others we craft a community and find enrichment in our lives. This a marathon though not a sprint. By leading the way in inclusive and ethical business we are opening the doors for a better future in communication. Thankfully, this will mean fostering a global outlook in all our dealings, ideally until it has become the standard of business in the 21st century. The positive effects of good faith business practices on our society and conscience can not be overstated.

Attaining true inclusion culture for the long term isn’t a walk in the park though. To be inclusive a company needs to make sure its employees are inclusion minded and share the same values on the matter by checking, constantly. This can mean a lot of training and repetition until the values of the training set in. Eventually though, with enough hard work a culture can become inclusive and diverse and may even reach into the next level of innovation and performance.

References

https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters
https://www.cio.com/article/3262704/diversity-and-inclusion-8-best-practices-for-changing-your-culture.html
https://knowledge.wharton.upenn.edu/article/inclusion-helps-companies-succeed/
https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters

This article was written by summer student Adam Best. This article was funded by the Government of Canada.

How to combat transphobia in the workplace

As pride month comes to an end, we take a moment to pause and re-evaluate the changes that still need to be made in our world today. Each individual should have the right to an environment where they feel free to express themselves and be accepted for who they are. Do those who identify as part of the LGBTQIA+ community feel safe, secure and accepted in their workplaces? The answer to this in 2021 is still an unsatisfactory no.

In almost any aspect of life, we can find examples of rules and norms that conform to and enforce gender binaries. Society has cultivated a culture that fears deviation from the norm and ostracizes those that do. From birth people are pressured to conform to traditional role expectations. These ideals are reinforced throughout the course of life and have become ingrained into society. Individuals who identify outside of the male and female binaries, or those who identify as different from their birth sex, are likely to experience many kinds of discrimination and harassment especially within the workplace.

Microaggressions are the most common form of harassment experienced by transgender and gender non-conforming individuals and are defined as subtle behaviours or verbal language that invalidates a person’s identity or their experience. Classified under the microaggression umbrella are things such as the denial of bodily privacy, an outward discomfort or disapproval of the LGBTQIA+ experience and the endorsement of heteronormative cultures and behaviours. These microaggressions disrupt one’s ability to be happy and productive in their place of employment. It can cause these individuals to feel isolated and unwelcome, which in turn could lead them to feel forced to present themselves in a way that is disingenuous. Another example of a microaggression that is specific to the workplace is the reduction of hours due to an individual’s identity. Nyx, who identifies as non-binary, stated that;

[quote]When I first started to change my appearance it affected my workplace quite a bit … I found weird things started to happen when I cut my hair short and even more when I wore my binder to work.[/quote]

Their workplace which has been inclusive began to change as their appearance changed and shifts were lost for no reason. As well they began to experience a general coldness from management.

Outside of microaggressions, it is not uncommon to see direct examples of transphobia. This presents in many ways: transphobic language or slurs, explicit exclusion in workplace happenings, the demand to wear uniforms that conflict with their gender identity or refusing to use an individual’s personal pronouns. All of these discourage individual expression and can cause individuals to feel alienated.

What needs to be seen is employers who cultivate an environment that supports all workers. To do this, they should put forth an effort to educate their employees through diversity training, as well as providing more resources to aid those who are struggling with conflict amongst their co-workers. Additionally, more trans-inclusive policies should be put in place; things such as an option to use non-gendered washrooms, the implementation of a standard employee dress code (as opposed to one that is dependent on the gender binaries), and the proper use of individuals names and pronouns.

The restaurant chain Chipotle has been an example of a workplace that is putting in the effort. As of 2021, they received a 100% rating on the Corporate Equality Index, a measurement of corporate policies, practices and benefits pertinent to LGBTQ+ employees. Their code of conduct explicitly denounces discrimination and hate of any kind, as well as maintaining an open-door policy so employees do not feel as though they are alone. In their 2020 Sustainability Report, they stated that all new restaurants would have the inclusion of gender-neutral single-use washrooms, unless prohibited by law. Going beyond that, for the past several years they have donated to LGBTQIA+ charities throughout the month of June; this year included a partnership with several well-known drag queens.

The issues mentioned previously are ones that occur within the workplace, but many trans and non-binary individuals see this discrimination even before starting their jobs. In recent years there has been less legal discrimination from employers and hiring managers in Canada, as the Canadian government amended Bill C-279 in 2013 and now extends human rights protection onto members of the transgender and gender non-conforming communities. However, there are still many individuals within these communities that feel they did not get hired because they do not conform to their birth sex, or that they get laid off or fired due to that though it can be difficult to confirm.

It is very unfortunate that we still live in a society where we see so much discrimination and hatred, especially when it pertains to the workplace. More efforts need to be put forth to end the stigmatization and fear of transgender and non-binary individuals, and maybe then we would see a change in attitude. No one has the right to tell them to change or be disingenuous to themselves.

This article was written by summer student Hannah Mastin and edited by summer student Adam Best. This article was funded by the Government of Canada.

Letter to the President & CEO of Walmart Canada

12 June 2019

Lee Tappenden, President & CEO

Wal-Mart Canada Corp.

1940 Argentia Road

Mississauga, ON L5N 1P9

Dear Mr. Tappenden,

Recently, it came to our attention Walmart Canada made policy changes greatly affecting your employees, disabled customers, and First Nations customers.

I was visiting your South Barrie store the other day when I discovered it no longer had express checkouts. Instead, I had the option to use the job-stealing self-checkouts or wait in line at one of the beer-toting checkouts. Either had me behind other customers with carts full of stuff vs my three items I was purchasing.

The problem, Mr. Tappenden, is that I have a hidden disability. Waiting in line can actually be unsafe for me, especially as of late due to tiring quickly, there is no where I can wait while the three to ten people in front of me take more than ten minutes each to pay for their purchases.

I further worry for your First Nations and People of Colour customers who may not feel safe in your stores. Who may only come in for two or three things and then quickly leave, now, your new policy forces them to stay longer with no visible security present. Your staff is inadequately trained for this. A First Nations youth shoved into the shelf of an over-crowded aisle might be seen as an “accident” instead of the assault that was intended by the perpetrator.

Your South Barrie store was difficult to navigate as your normally wide primary aisles were crowded in the middle with stock or other items making it difficult to get around.

As a result of this situation, we would like:

  1. The restoration of (at a minimum 3) express checkouts at all Walmart stores in Canada.
  2. Your aisles clear so as to minimize safety issues for your customers.
  3. All staff trained in First Aid, CPR, and AED.
  4. All Walmart stores in Canada equipped with an AED.
    1. All staff informed of its location.
  5. Assistance for customers with disabilities, visible or hidden.

Regards,

 

Peter V. Tretter

President & CEO

Journey to Diversity Workplaces

Top 5 articles of 2018!

We are fortunate to see an increase in visits to our website in 2018 with lots of help from our active volunteers! Now we present the top 5 articles visitors read on our website in 2018.

5. How to deal with religious accommodations in the Workplace

Freedom of religion, in Canada, is a constitutionally protected right that allows religious believers the freedom to assemble and worship without limitation or interference. Religious discrimination is treating individuals differently in their employment because of their religion, their religious beliefs and practices, denying their reasonable request for accommodation or a change in a workplace rule or policy that denies employees equal opportunities due to their religious beliefs or practices. Canadian employers are required to accommodate the reasonable needs of religious employees in the workplace.

4. Women in the Workplace: The Hidden Battle

Throughout our history, women have adopted new roles from working as a housewife to entering the workplace and providing for their family or oneself. As women entered the workplace, we saw issues of sexual harassment, unequal pay and opportunity starting to emerge. These issues are still seen and frequently voiced today as women are continuously taking a stand for their rights. Unfortunately, there are many issues that go unnoticed that need to be addressed. Every day women have to prove that they are just as good or better than their counterparts and when they fail to do so they are labeled as weak, incompetent or just plain lazy.

3. Lack of Diversity in the Workplace Can Cause Stress Among Employees

The success of an organization in today’s competitive world depends upon how well it embraces the challenges of diversity and realizes its benefits. Employees from different backgrounds, ages and ethnicities bring their own set of experiences and world views, and are better able to provide a wider range of solutions to developing problems. Most of all, a lack of diversity has been linked to increased discrimination which in turn leads to elevated stress levels among employees. The National Center for Biotechnology Information note that discrimination due to immigrant status, legal status, skin tone or language can contribute to increased stress in individuals.

2. The Pros and Cons of Hiring Older Employees vs. Younger Employees

Ever thought you would one day be in a position where you would have the decision on your hands to make or break someone’s career? Well if you are, here is something that you might come across depending on the nature of your job. This article aims to analyze some of the main factors to consider while picking the right person for the job. At the very outset, I must make it clear that I am referring to older as in more experienced professionals and not just being ageist.

1. Workplace Issues and Solutions

There are a variety of workplace issues that both employers and employees encounter. Some of these issues are minor while other workplace issues are more significant and require frequent attention from employees for the workplace to function properly. While it is the responsibility of management to take steps to develop strategies to combat workplace issues, employees also have a responsibility to speak up when they recognize issues that contribute to or may eventually lead to problems.

This article was mostly contributed to and edited by J2DW volunteers!

Attitudinal Barriers in the Workplace

Attitudinal barriers are the challenges, or barriers, experienced by people with disabilities in the workplace. Attitudinal accessibility refers to eliminating attitudinal barriers that discriminate against people with disabilities. Attitudinal barriers include thinking that people with disabilities are inferior or assuming that a disabled person with a speech impairment never understands you. Discrimination is an action or a decision that treats a person or a group negatively based on their race, age or disability. Canadian employers are not allowed to discriminate against their employees. Employers are required to make every reasonable effort to accommodate an employee’s individual circumstances that relate to discrimination.

Discrimination can be decreased when there is awareness of the potential misconceptions or negative attitudes towards employees, including disabled persons, within the workplace. Employers must not discriminate on the basis of a disability or a perceived disability. Employers must make it clear that harassment in the workplace will not be tolerated. Harassment must be investigated and corrected as soon as employers become aware of it. An effort must be made to eliminate the various types of discrimination, and the associated social stigmas, that can exist in workplaces.

Attitudinal barriers are the most basic barrier and contribute to other barriers. People may not be aware that difficulties in getting to or into places can limit a disabled person from participating in everyday life and common daily activities. People sometimes will categorize or stereotype disabled people while assuming their quality of life is poor or that disabled people are unhealthy because of their impairments. Some types of disabilities may be similar, but can pose different challenges or impairments for disabled people within the workplace. Employees should be aware of the individual needs of all of their employees to be able to maximize workplace productivity.

An inclusive workplace environment should be created where each employee is valued and respected. Every employee will bring various skills, strengths, and weaknesses to the workplace. For a workplace to be successful, employers must be aware of how to properly manage these skills, strengths, weaknesses, along with the individual needs of their employees. Attitudinal barriers are behaviours, perceptions, and assumptions that discriminate against people with disabilities. Attitudinal barriers are also ways of thinking or feeling resulting in behaviour that limits the potential of people with disabilities to be independent individuals. Attitudinal barriers usually lead to illegal discrimination which cannot be easily overcome.

To eliminate attitudinal barriers, the best solution is for employers and employees to familiarize themselves with employees living with a disability. Do not assume what employees or clients with disabilities can or cannot do. Members of a workplace should be trained to effectively interact and communicate with people with different types of disabilities. Employers must understand the types of accommodations for disabled people, some of which are low cost to the workplace. Being aware of attitudinal barriers allows the workplace to cooperatively develop strategies to overcome the barriers. Workplaces will be more successful when employers and employers are able to cooperatively work together as a cohesive unit in an inclusive workplace environment that encourages respect and an awareness of each employee’s individual needs.

Sources:
Disability Barriers
Discrimination and Other Workplace Barriers
Overcoming Attitudinal Barriers
Solutions to Attitudinal Barriers

This article was written by volunteer blogger Shan Simpson and edited by volunteer editor Scott Jacobsen.

The Heart of Election Day

The Heart of Election Day

Working for Elections Ontario

In Ontario we recently participated in the exercise of democracy by casting ballots for members of the Legislative Assembly of Ontario. From there, the leader of the party with the most members becomes Premier of Ontario. Thus, democracy functions once more.

It was rather late in the election period, about two weeks before election day, when I decided I wanted a one-day job, which was on election day, working for Elections Ontario.

On June 7th, 2018 Elections Ontario was Ontario’s largest employer.

Elections Ontario is an independent agency of the Legislative Assembly of Ontario. However, the agency does have to follow all applicable laws with regards to employment and, in particular, in accessibility.

When I first called and spoke with the recruiter, she was excited. It was probably because she had one less person to find. Admittedly, Elections Ontario did a fantastic job advertising its open jobs for election day.

So, this recruiter and I talked for some time. It looked as if I was going to be a Deputy Returning Officer (DRO) in Oro-Medonte. This was driven by the fact that I both have a valid drivers license and a vehicle I can drive to the location.

However, when I revealed to the recruiter (whom I will not name,) that I was unable to help set up the polling location I would be working at the night before, due to medical requirements of a disability, the role of DRO was taken off the table.

No one mentioned to me about Elections Ontario’s “Workplace Accommodation Policy and Procedures” brochure, nor that there was a form (FO273) that I could file to ask for help. Does one expect the applicant to leap through all those hoops?

I do not know the training this recruiter had, but I imagine that it was similar to the training for my downgraded role as Information Assistant. (Jokingly referred to as Greeter.) So she must have read the brochure (FO277). It was mandatory.

Elections Ontario policy is to accommodate applicants and employees with disabilities who need workplace accommodations.

On June 7th, I arrived bright and early at my polling station, ready for the next 13 hours. The actual voting hours are 9 am – 9 pm. However, we had to be there an hour before for any final setup items. We also could not leave the premises at all during those times. Bathrooms were on site.

While I am frustrated that I did not get to carry out the DRO role, originally offered, I had a great day. I got to greet voters, help them with the process, and send them merrily on their way afterwards.
Poll Official - Elections Ontario

Since employment is short-term, individual accommodation plans will not be reviewed after the election is over.

I firmly believe that Elections Ontario has gone to great lengths to accommodate voters exercising their democratic right to vote. However, I do not believe that Elections Ontario has gone far enough to accommodate their very short term, one day employees, who just want to help out to ensure democracy prevails.

I think if I could talk directly to Greg Essensa, Ontario’s Chief Electoral Officer, then I would make the following recommendations:

  • Make the brochure on Workplace Accommodation Policy and Procedures available online. (FO277) (In doing my research for this article I could not find this brochure on the Elections Ontario or the Ontario Government websites.)
  • Make the requisite forms available online. (FO273)
  • Train your Recruitment Team to make mention of the brochure (FO277) one of the first things they talk about, just like the greeters ask for accessibility assistance when they greet voters at the door.
  • Ensure all polling stations have facilities for storing medications needed during the day both in regular temperatures and those requiring refrigeration.
  • Make a plan for DRO’s that cannot set up the night before.
  • Internally review individual accommodation plans post-election to spot opportunities for improvement.

    • In the end, we all want democracy to prevail! So, let us give democracy a hand and accommodate those one-day employees.

    This article was written by J2DW CEO Peter V Tretter and edited by volunteer editor Scott Jacobsen.

    Cultural Diversity in the Workplace

    A decent variety identifies with various societies, foundations, ages, sexual orientations, identities and different elements. It likewise identifies with how individuals see themselves and how they see others. Cultural variety in the work environment has turned into a key worry to pioneers and chiefs of associations today. Associations are crossing outskirts and mainland in the mission for more markets. Work movements are acquiring individuals from various races, foundations, sexual orientations and identities into the work environment. Enrollment masters are hunting down work ability all around. At this point, what are the ramifications of these to an association? How does these influence administrators? What are the principle things a director has to know in regards to variety in the work environment? We should think about some notable angles.

    To the employee: listed are some of the ways to respect the diversity in the workplace;

    We all have biases. This is a natural result of our life experience. Take a moment to write down what your biases are and ways in which you wouldn’t allow these biases to affect how you conduct yourself in the workplace.

    • Take a genuine interest in someone with a different background than your own. Make sure your conversions are deep rooted in a common ground that does not offend cultural sensibilities.

    • Bring together, diverse groups for invitation. Doing this will increase the pace and creativity involved with innovation. Companies that do not change and innovate will crumble and the diversity can be a company’s most valuable resources in this area.

    • Respect religious holidays. Most company’s respect Christian holidays, however, the workplace tends to have a variety of religions. Thus, all-important holidays should be respected of that particular religion.

    • Create interest in organizing a lunch with someone from a different background and try changing lunch tables to meet new people.

    To the Director: In the worldwide town, having decent variety is a reality and not simply administrative buildup. As a director, you have to comprehend, embrace and value cultural diversity. The director of a company will unquestionably have various groups in any case and the onus is on him/her to adjust their administrative abilities corresponding to this.

    It is prudent for human asset supervisors and enlistment specialists to think about assorted variety while distinguishing and pulling in ability.

    Cultural variety must be implanted into the way of life of the association. Your association’s way of life is produced after some time and contains the convictions, values, practices, states of mind and other basic suppositions shared by individuals. Envision a different work environment with its way of life genuinely skewed and doesn’t consider having a variety of diversity.

    As an administrator, you have to realize that having a decent variety in a working environment is a benefit. Numerous focal points gather from having a decent variety and your association can profit from this because cultural variety upgrades cooperative energy in a work environment. Cultural variety additionally enhances inspiration and motivation and these can bring about expanded efficiency, gainfulness and rate of profitability. It gives a decent stage to learning since it brings new points of view and methodologies, new authority styles, better basic leadership and so forth. The mix of various encounters, foundations and vocation ways can be a gift. This can be utilized to enhance productivity and viability of people and furthermore, groups. Item advancement groups for instance, can be multidisciplinary and multicultural for motivations behind having a decent variety.

    Presently, shouldn’t something be said about the drawback of having a decent cultural diversity? Work environment assorted variety additionally has its impediments and risks. Correspondence issues commonly emerge and these can be trying to your element’s activities. Isn’t this test regular with multinationals? Cultural diversity may likewise breed protection from change. Most times workers may likewise be enraptured along lines of decent variety. Past the substance and into the business world, complexities in business arrangements crosswise over societies and so on can emerge because of cultural variety.

    Associations can take the advantage of cultural diversity to enhance administrations of the association. When you lead business universally for instance, your client base is exceptionally different. The general public you work together in is various. Decent variety in this manner mirrors your client base and the general public overall. Wouldn’t you be able to then utilize your differing group to enhance administrations to the classified client?

    Presently, would you say you are setting adequate accentuation on work environment decent variety? Is your association very much situated to oversee work environment assorted variety? Thinking about all the above certainties, it is crucial that you do the needful. Comprehend cultural variety and make its best utilization, while limiting its negative effect on your company.

    Embrace diversity in your workplace and you will be on the way to a more fulfilling and productive organization. The world is a beautiful mosaic of differences and the workplace should be as well. Respecting your co-workers and employees is paramount to tapping the valuable diversity in your organization.

    Reference

    Charlie Bentson King: Writer and producer of training ABC

    This article was edited by volunteer editor Erin Murphy.

    Promoting Social Cohesion Through Diversity and Inclusion

    Social cohesion refers to the social factors that bond individuals at the community, national, or universal levels. It occurs through the building of positive social relationships.

    This involves the willingness of members of society to cooperate with each other in order to survive and prosper and an accessible community with a barrier-free environment. One that does not limit anyone’s participation in everyday life.

    Diversity encompasses acceptance and respect. It includes an understanding that each individual is unique and recognizes the individual differences of people in a society.

    Social inclusion improves on the terms that individuals and groups take part in a society. A socially inclusive society is where people feel valued by others. Their differences are respected. Their basic needs are met, so that people can live in dignity within the society.

    Inclusion is a feeling of belonging, being treated fairly, and providing people with an equal opportunity to be successful. Social exclusion is a process where people are denied full access to various rights, opportunities, and resources that available to members of a different group in the society.
    Diversity and inclusion can promote social cohesion. Social cohesion a means to bond diverse groups of people in working toward a common goal for the improvement of the society to benefit the well-being of everyone.

    Social cohesion is when people live peaceful lives. When diversity is accepted in societies, they begin to be more productive innovators by approaching problems from different perspectives.
    Some of the benefits of social inclusion cohesion are people experiencing a sense of belonging in community with an increased level of acceptance, providing valuable societal roles to increase individual self-worth, and developing stronger social bonds between people from a wider range of diverse backgrounds.

    When people experience even some of these conditions in their life, they will more likely be happier and healthier. In non-inclusive societies, people are more likely to experience poor physical and mental health, loneliness, isolation, and lower self-esteem.

    Several people with various disabilities unnecessarily experience life in a worse way. Unfortunately, these people may not have gained a sense of presence in their community due to not having adequate access to the social activities to significantly enhance their wellbeing.

    People with disabilities may also lack opportunities to work, learn, and develop social relationships with others. Disabled people are sometimes not acknowledged in their community with their skills and unique perspective, where they are untapped or underutilized by society.

    Strategies should be developed to promote social cohesion through diversity and inclusion. When a society becomes invested in promoting social cohesion through diversity and inclusion, every person can benefit and societies can be more successful by utilizing the skills and abilities that each member of society has to offer.

    References:
    Diversity and Inclusion Aids Social Cohesion
    The Upside of Diversity and Inclusion
    Why Diversity?: Advocacy and Issues
    Why Social Inclusion?: Advocacy and Issues

    This article was written by volunteer blogger Shan Simpson and edited by volunteer editor Scott Jacobsen.