New Book Release Challenges Concept of Equality as Only Means to Achieve Inclusion

In “The Inclusion Paradox: The Post-Obama Era and the Transformation
of Global Diversity” Author Andrés Tapia Asserts that Assuming
Similarity Often Contributes to Exclusion – Constructively Calling Out
Differences is a More Successful Approach

LOS ANGELES–(BUSINESS WIRE)–A newly released edition of a book published by Korn
(NYSE:KFY), the preeminent global people and organizational
advisory firm, examines the critical topic of creating inclusive
organizational cultures.

In “The Inclusion Paradox: The Post-Obama Era and the Transformation
of Global Diversity”
author Andrés
explores inclusion through a cultural lens during President
Obama’s time in office. The new release of the book also looks at what
it takes to move into the next generation of diversity work in ways that
enable organizations to grow their business and attract and retain the
best talent from vastly diverse pools.

“The work of diversity and inclusion has never been more urgent,
particularly as divisive world events have put workers on edge and all
aspects of our lives have globalized on a massive scale,” said Tapia,
who is also a Korn Ferry Hay Group Senior Partner and Global Practice
Leader for its Workforce Performance, Inclusion and Diversity practice.
“Achieving true inclusion is hard. Very hard. Harder than achieving
awareness. Harder than achieving tolerance and sensitivity. Harder than
diversity itself. But if approached skillfully, success can be achieved.”

In the book, Tapia asserts that many current diversity best practices
have focused in a limited way on bringing those who are different in the
door. Hence the focus on recruiting ads, recruiting fairs, CEO
statements to attract candidates and tapping into affinity groups to
help with the recruiting itself.

“Many of these efforts have been quite successful, and companies have
achieved diversity — ‘the mix.’ But inclusion is about making the mix
work and in many places, the mix is not working well. Hence we have
diversity without inclusion,” says Tapia. “As part of this, we must
challenge the long-standing ‘best practice’ belief that to achieve
inclusion we need to minimize differences.”

Tapia asserts that those undiscussed differences lead to invisible group
performance degradation. Workers who feel pressure to conform, to “just
all get along” submerge their unresolved emotions and differing beliefs
and needed diverse perspective, making them more difficult to manage at
a cost to them and their organizations that miss out on the value of
their diversity.

The antidote, according to Tapia, is rather than minimizing differences,
“We need to call them out constructively. Calling out and using each
others’ differences will unleash the true creative contributions of
diverse perspectives that, as they play off each other, lead to better
work relationships, greater innovation and profitability that benefit
individuals, teams and organizations.”

“The Inclusion Paradox:The Obama Era and the Transformation of Global
3rd Edition features:

  • Insights into the cultural implications of what has been the Obama Era
    from a cultural perspective
  • Updated facts, figures, and current event resources
  • Korn Ferry insights and research
  • Practical and strategic solutions to make organizations and the people
    in them stronger, more productive, and more successful through
    diversity and inclusion.
  • Topical chapters on a variety of diversity identity topics such as
    LGBTQ+, disability, Millennials, women, and people of color.

To learn more and to order the book click here

About Korn Ferry

Korn Ferry is the preeminent global people and organizational advisory
firm. We help leaders, organizations, and societies succeed by releasing
the full power and potential of people. Our nearly 7,000 colleagues
deliver services through our Executive Search, Hay Group and Futurestep
divisions. Visit
for more information.


Korn Ferry
Tracy Kurschner, 612.309.3957