多样性和包容性继续处于最前沿，大小，大小，及时了解影响社会结构的变化;无论是性，性别，种族，宗教，信仰，技术等。
It was one of the topics discussed at this year's波士顿生物科技周, during a夜间多样性和包容由Edie Stringfellow，多样性和包容主任主持MassBio.
我们spoke with Stringfellowand several other panelists exclusively on the topic.
Jose Juves, Vice President of Public Affairs at Wave Life Sciences, shared some thoughts on the matter and why there can't be an emphasis on diversity without inclusion.
信息Connect: Jose, please provide us with a quick summary or a few takeaways from your panel discussion that you’d like to share with our audience.
Jose Juves: The key takeaway, I would say, is to disproportionately focus on the inclusion piece. Diversity gets a lot of attention and is easily quantified so there are lots of data around diversity, but we’re not accessing the full potential of diversity without inclusion.
For organizations to get the most out of diversity, they have to get employees to show up in full bloom and have an equal voice. A truly inclusive workplace provides that type of environment.
IC：我们应该[生物技术行业]立即解决，以改善工作场所文化，这会产生显着差异吗？
JJ：没有使多样性和纳入项目。这些优先事项应完全融入公司的文化和流程。
IC: How do you think about D&I as it relates to long term success of an organization?
JJ: It’s critical...‘all of us are smarter than one of us’ is a common refrain, but it’s only true if all of us come from diverse backgrounds and experiences. That diversity is established when companies areproactive in their staffing plans and purposely develop diverse candidate slatesat the beginningof the hiring process.
当然，留在纳入部分。确保在会议上听到每个人。如果有人没有发表讲话，请停下来询问他们对问题的看法或对数据的看法。确保领导者正在利用每个人。这不需要额外的资金或改变政策，并且它通常会导致更好的决策，更强大的对准和卓越的执行。谁不想要那些东西？
了解更多关于穆and his work over at Wave Life Sciences这里.
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