Disentangling the meanings of diversity and inclusion in organizations

QM Roberson

Abstract

Given the emergence of a new rhetoric in the field of diversity, which replaces the term diversity with the term inclusion, this study comparatively investigates the meanings of diversity and inclusion in organizations. The findings of Study 1, which used a qualitative methodology to explore the construct definitions and to derive a measure of attributes to support diversity and inclusion, revealed conceptually distinct definitions. The reliability and factor structure of the scale was evaluated in Study 2 and cross-validated in Study 3. The results supported a five-factor model of diversity and inclusion and suggest a distinction between the concepts, although the terms may not describe separate types of work environments but different approaches to diversity management.

How its relevant to scouting

Scouting’s 2024-2033 Strategy emphasizes inclusion, equity, and safe access for all youth. This study’s validation of distinct dimensions for diversity vs inclusion helps Scout organizations move beyond “just having diverse membership” toward creating belonging, voice, equity, and inclusive decision-making. National Scout Organizations can use the five-factor inclusion scale to audit culture and policies—ensuring diverse youth feel safe, valued, and empowered. That an strengthen retention, trust, and the lived experience of inclusion in Scouting