Having spent six years in the corporate inclusion and diversity community, I read the Feb. 1 article on “Diversity in the Workplace” with interest. I commend The Post and Courier for tackling this important subject.

That said, there are three omissions that would have substantially strengthened the article and made it more accurate.

First, companies successful in diversity know it does not stand alone. “Diversity and Inclusion” is the correct nomenclature. Diversity is the mix of different people. Inclusion is making that mix work. Companies strive to attract, retain and engage a diverse workforce. It helps them win the war for talent. Diversity without inclusion is little more than an ill-fated numbers game.

Second, while an attempt was made to define diversity as broader than race, it fell short. Most notably it left off people with disabilities. Fifteen percent of the workforce either has a disability or is a caregiver for someone with special needs. One in four veterans returning from Iraq and Afghanistan has a service- related disability. This talent pool cannot be ignored.

Finally, and perhaps most disturbing was the dearth of quantitative research. The impact of diversity is well more than what “advocates of diversity say.” Most recently McKinsey & Co. studied 366 companies, finding a statistically significant relationship between diversity and the bottom line. Diversity is a business imperative.

Marsha Gewirtzman

Fish Hawk Lane

Johns Island