Most of us in the corporate world have heard about diversity, equity and inclusion (DE&I). Some of us still aren’t sure what exactly DE&I is, what the recent addition of the “E” (equity) means or how DE&I will help our businesses. Candidly, I’ve been a bit confused too — and not just about the subject. I wanted to know how I could approach it while being a good citizen, being an empathetic leader and running a successful business.

When I said, “I’ve been a bit confused,” I also meant to say, “I’m concerned and a bit afraid.” I’m concerned because this is probably the most important topic and challenge that a leader can face today and afraid because I am still quite ignorant about the issues, possible solutions and how to approach a subject that is very sensitive for many of us. Here’s what I’ve learned so far and how I’ve done so.

Why Treating Everyone The Same Isn’t DE&I

If you’re like me, you try to hire the best people, treat them fairly and make everyone feel like part of the team. While that sounds great, that isn’t diversity, equity and inclusion. The result is often hiring the same type of people, treating employees the same way — regardless of their differences — and viewing people who act or respond differently as people who aren’t “team players.” Often, we end up with a business where the people think, look and act the same, and those who think, look or act differently leave. Then we wonder why our business never reaches the next level.

You might think DE&I is about hiring quotas or changing standards. What I’ve learned is that it’s really about thinking and acting differently as a leader and employee. It’s about creating a great business culture where people want to work. It’s about actively hiring people who think (and look and act) differently from ourselves, treating them how they would like to be treated and creating an environment in which they can succeed.

Improving Your Business’s Bottom Line

Often, doing the right thing for people also means doing the right thing for your business. I’ve learned that DE&I can help improve your business’s bottom line. I’ve heard many innovation experts point out that diversity is a key ingredient of innovation. According to 2018 Boston Consulting Group research, “Companies that reported above-average diversity on their management teams also reported innovation revenue that was 19 percentage points higher than that of companies with below-average leadership diversity.” You don’t necessarily get the best and greatest ideas from people who all think, act and look the same. A diverse team brings different experiences to the table, which can fuel new types of ideas. 

If you want to increase diversity, consider eliminating algorithms that recommend you hire the same types of people or rethinking the qualities you really need for your open positions. In my business, we focus on diversity in the keynote speakers we represent; we actively look for diverse experts and perspectives in various fields.

I believe equity is also great for business productivity. It’s a key ingredient for getting the best work out of everyone on the team. I’ve learned that equity is not about treating everyone the same (or treating them like you treat yourself). If we treated everyone the same, we would expect people in wheelchairs to walk up the same stairs as those who aren’t in wheelchairs do. Equity is about giving equal access, such as providing ramps so everyone can enter a building or providing different tools and resources that people need to succeed.

By making your business more equitable, you allow your employees to do their best work, which will benefit your business in the short and long term. Some of the ways my company makes work more equitable is by allowing people to work remotely (wherever they do their best work) or letting people work during the hours when they are most productive. 

Finally, I’ve found that inclusion can help you keep the best people in your company. It’s a key ingredient to great company culture. Inclusion can help reduce employee turnover. Often, we think that people who act or think differently are not “team players.” One reason employees might not seem like “team players” is that our companies don’t create an environment where they feel comfortable. For me, inclusion is about creating spaces and places where people feel they can be themselves at work. Pixar reportedly does this in small part by allowing animators to decorate their workspaces any way they want to.

How I Got Started With DE&I

If you want to learn more about DE&I, you can start by reading a good book. The books on inclusion I read opened my eyes to some of the things I had always accepted as normal that just weren’t true, such as the idea that treating everyone the same was being fair.

The next thing I did was invite a DE&I expert to give a talk at my company. Having someone come and speak at your business won’t change your culture overnight. What it will do is start the conversation and get your team and company on the same page — and using the same terms.

After we got on the same page, the real work started. We started to make some of the changes I mentioned above. We’re still making changes. DE&I isn’t a result; it’s an ongoing process. 

I get that understanding, embracing and delivering on DE&I isn’t easy. It’s been a journey for me and will continue to be, which I look forward to. Creating and preserving a successful business that makes an impact on the world — one with a great culture in which people want to work and thrive — is probably my biggest challenge and joy. Prioritize DE&I; it’s a great way to do well by doing good.

This article was originally published by Forbes Sept 8, 2021