Diversity, Equity
& Inclusion

Value of Diversity, Equity and Inclusion

Why is Diversity, Equity, and Inclusion Important to Organizational Success? Here’s why. People drive business, organizations, and organizational change.

Diversity and inclusion (D&I) is more than policies, programs, or headcounts. Equitable employers outpace their competitors by respecting the unique needs, perspectives and potential of all their team members. As a result, diverse and inclusive workplaces earn deeper trust and more commitment from their employees.

TDM Signature Session

The Fundamentals of Diversity, Equity & Inclusion provide a groundwork for understanding DEI. This session equips participants with understanding basic concepts of DEI: definitions, terms, and behavioral modifications that foster DEI and create a strategic approach throughout the organization. Attendees leave with the confidence and skills to engage in meaningful conversations around the issues of DEI.

Learning Objectives:

  • Defining Diversity, Equity, and Inclusion, also understanding the Dimensions of Diversity and how they impact how we see each other.
  • Discover the Business Case for Diversity, Equity, and Inclusion and ways to impact organizational processes and routines to make them more inclusive and welcoming.
  • Distinguish the benefits of developing an Organizational Assessment and comprehensive DEI strategy for a modern workforce.
  • Leverage knowledge of Cultural Diversity and Cultural Competence, recognizing and respecting the existence and presence of diverse groups of people within a society.
  • Learn and apply the Language of Diversity, Equity, and Inclusion.

TDM Organizational Assessments

A Diversity, Equity, and Inclusion Assessment is a crucial part of a DEI strategy, considering multiple aspects and angles of the inclusive workplace. This could include marketplace analysis, examining the supply chain, surveying employees and leadership, or studying how community demographics interact and impact performance or business.

Many organizations struggle when they take a decidedly tactical approach to a DEI assessment, jumping straight into which surveys, focus groups, or practice reviews are most essential when the answer might be all those things.

Avoid “checking the boxes” when it comes to undertaking your DEI assessment – work backward from your vision or idea of success to determine what assessments will be most valuable for you.

CultureBrokers® LLC utilizing the Diamond Inclusiveness™ Assessment (DIA)

Tourism Diversity Matters is a certified facilitator of the Diamond Inclusiveness Assessment.

The DIA 64-question survey is available online or in print. Survey-takers respond to a comprehensive set of statements indicating the extent to which they observe each policy, behavior, or situation in their organization. TDM will work with the organization to curate a list of diverse participants for the DIA survey.

TDM Workshops

Tourism Diversity Matters’ Diversity, Equity, and Inclusion (DEI) Knowledge provides fundamental DEI training for organizations and individuals who want to implement real workplace changes. 

  • Understanding of core DEI concepts including but not limited to diversity, inclusion, equity, systemic racism, power, privilege, intersectionality, etc.
  • Basic awareness of how DEI manifests within an organizational context (processes/ culture). 
  • Empowerment to recognize, discuss and problem-solve for DEI issues in an organization. 
Workshops Offered:

Travelers are looking for more “authentic travel” — engaging and meaningful experiences as close to the real deal as they can get. It is essential for travel industry suppliers to understand the substantial monetary value diverse customers such as LGBTQ generate to ensure their products and services are well-tailored to meet this market’s specific needs.

Learning Objectives

  • Uncover your authentic experiences
  • Create an authentic way to deepen travelers’ human connection
  • Find your authentic voice

Representation is important because it helps people feel welcome; if people don’t see themselves, they won’t feel welcome to a destination. Engaging diverse populations within your destination can provide opportunities for immense economic growth. Travelers of all ages and resources are looking for more “authentic travel” engaging and meaningful experiences. DMOs must ensure there are built culturally inclusive environments and internal systems that allow equitable opportunities for success.


Take the time to think about why diverse perspectives should be integrated into the ethos of your tourism organization and consider these questions:

  • Why does integrating diverse and inclusive perspectives matter for your destination?
  • Is your destination trying to attract diverse audiences locally or externally?
  • Is your destination promoting diverse and inclusive practices?

 

Learn how you can implement DEI strategies that embrace Diversity, Equity, and Inclusion as a Strategic Competitive Advantage.


Defining Diversity, Equity, and Inclusion, also understanding the Dimensions of Diversity and how they impact how we see each other.


Discover the Business Case for Diversity, Equity, and Inclusion and ways to impact organizational processes and routines to make them more inclusive and welcoming.


Leverage knowledge of Cultural Diversity and Cultural Competence, recognizing and respecting the existence and presence of diverse groups of people within a society.


Learn and apply the Language of Diversity, Equity, and Inclusion.

The Fundamentals of Diversity, Equity & Inclusion provide a groundwork for understanding DEI. This session equips participants with understanding basic concepts of DEI: definitions, terms, and behavioral modifications that foster DEI and create a strategic approach throughout the organization. Attendees leave with the confidence and skills to engage in meaningful conversations around the issues of DEI.

Learning Objectives:

  • Defining Diversity, Equity, and Inclusion, also understanding the Dimensions of Diversity and how they impact how we see each other.
  • Discover the Business Case for Diversity, Equity, and Inclusion and ways to impact organizational processes and routines to make them more inclusive and welcoming.
  • Distinguish the benefits of developing an Organizational Assessment and comprehensive DEI strategy for a modern workforce.
  • Leverage knowledge of Cultural Diversity and Cultural Competence, recognizing and respecting the existence and presence of diverse groups of people within a society.
  • Learn and apply the Language of Diversity, Equity, and Inclusion.

The language of diversity is evolving and requires awareness, understanding, and skill much in the same way as other areas of diversity competencies. Language provides a means for communication among and between individuals and groups.

Diversity & Inclusion within organizations are linked to the three pillars of sustainability, and D&I initiatives can drive sustainable results. A megatrend, the concept of sustainability consists of three markers: Economic, Environmental, and Social, also referred to as Profit, Planet, and People. Understanding this concept is crucial for companies that are on a journey to create sustainable businesses.

Learning Objectives:

  • Defining Diversity, Equity, Inclusion, and sustainability demonstrates the connections between social justice—also sustainability and understanding the Dimensions of Diversity and how they impact how we see each other. A truly sustainable future involves the meaningful participation of all members of a community. Black, Indigenous, people of color (BIPOC), and low-socioeconomic status communities disproportionately impacted by climate change and environmental harm.
  • The Business Case for Diversity, Equity, and Inclusion and ways to impact organizational processes and routines to make them more inclusive and welcoming. Discover how each sustainability pillar in more detail and diversity and inclusion (D&I) can be an asset for organizations to have a better ERG score.
  • The benefits of developing an Organizational Assessment and comprehensive DEI strategy for a modern workforce.
  • Critical components of a data-driven DEI strategy: Engagement Surveys, Focus Groups, Data for Trends and Intersectionality
  • Cultural Diversity is the system that recognizes and respects the existence and presence of diverse groups of people within a society.

Prioritizing diversity in the workplace with an inclusive hiring strategy can lead to financial gains, as well as a more innovative team of employees. Gender-diverse companies are 15 percent more likely to outperform their national industry median, and ethnically diverse companies are 35 percent more likely to outperform. (McKinsey & Company 2021 Diversity Wins – Inclusion Matters)


Intentional efforts to recruit for the primary dimensions of diversity is not only the right thing to do but is necessary to reflect the changing U.S. demographics.


Diverse hiring also will lead to increased creativity and innovation. Increased organizational flexibility and ability to learn from people at all levels. Improving the quality of personnel through better recruitment and retention. Decreased vulnerability to legal challenges.


Inclusive recruitment is designed to eliminate as much bias as possible when hiring for your open positions. Everyone has unconscious biases that can affect how they interact with others, including who they choose to hire.

TDM Videos

Resources