Most organizational diversity and inclusion efforts lead with the following two goals:  1. How can we build a more diverse and inclusive organization?  2. How can we ensure that the individuals within the organization feel encouraged to be present and fully engaged as their whole selves?  While these focus areas are important to diversity and inclusion initiatives, there are other aspects of building a diverse and inclusive workforce that are equally important to consider. Even the most well-intentioned goals to make an organization more diverse and inclusive can at times result in a one-dimensional effect.  A report published by the Harvard Business Review* demonstrates the importance of a two-dimensional focus on diversity and inclusion. The report goes on to site that organizations that are focused on diversity relative to tangible characteristics that you can see as well as diversity influenced by life experiences lead to improved profits and innovation by as much as 45%.