Inclusion can only begin with a purposeful mindset to collectively enact change by implementing appropriate policies and encouraging opportunities. Leadership and management will learn how to open their minds to remove preconceived notions of the structures, positions, opportunities, and ideas of individuals different from themselves.

Instead, leaders and managers will learn to think, conceptualize, and plan for how something will work based on capabilities, knowledge, skills, professional traits, creative and critical thought. Leaders will learn how to become proactive in creating organizational cultures and purposes that attract diversity. Cultivating change begins and ends with purposeful engagement and realignment of messaging to attract diversified populations, ideas, and personalities. Managers will learn how to foster new and various ideas and methodologies that work best for the organization’s purpose and outputs.

Fostering inclusiveness by diversifying, innovating, and expanding opportunities, ideas, and outputs builds resilience and the ability to persevere. Organizations need to have a mindset shift from verbiage to actual implementation, and practices to attract a diversified workforce rather than force diversified recruitment efforts.