Equity includes the broadest possible range of experiences, backgrounds and perspectives, while inclusion means creating an environment where all people and ideas are valued. The diverse and inclusive partner will help build an inclusive environment where all employees feel they belong: they are recognized, allowed to express their thoughts, have the ability to make contributions and are able to bring their best selves to work every day (Inclusion, n.d.).

Recognize and allow the differences in culture/practice that exist among partners: Do not adopt an approach that suppresses different cultures and practices, as it will lead to conflict. Recognize and accept that others have a diversity of skills and innovative abilities. For example, only address significant differences if the lack of coordination of different planning and decision-making processes within partner organizations prevents implementation of partnership strategies/activities (Strengthening, 2010.

Each individual will bring different skills and expectations to the task - managing this diversity
may be time consuming but - at its best - it will add considerable value (tennyson, 2010).

3 examples of how Equity and Inclusion strategies can be used to create, and enhance, partnership success.

1. Recruit Diversity: The first step to implementing a diversity plan is to recruit individuals who have a variety of backgrounds and who will embrace diversity. This is possible to do without discriminating against qualified applicants who do not meet this criteria, but will require modifying the hiring process to cover more diversity issues. Additionally, it is essential that your staff resembles the demographic of the company, according to a 2010 "Wall Street Journal" article. Hiring with your customers in mind will allow you to better reach your customers (Workplace, n.d.)
2. Train Employees: In general, diversity is easier for younger individuals to accept. For some, it may be much more difficult. While these employees might be willing to embrace diversity, they might not know how to do so in a healthy way. Several diversity training ideas exist and cater to different budget limitations (Workplace, n.d.).
3. Improve Conflict Resolution: If you don't already have one, establish a conflict resolution plan that keeps diversity in mind. Conflict will inevitably arise as a result of diversifying the workplace. And as in any new endeavor, resolution gets harder before it gets easier.
4. Keep an Open-door Policy: If your employees do not feel comfortable expressing concerns with supervisors and co-workers, you are not doing your job. Make sure supervisors are always available to field questions, comments and concerns from people regarding diversity and other work-related issues. This will alleviate some of the pressure that diverse groups often face. Keeping your door open, figuratively speaking, decreases office tensions and improves the morale of those who might otherwise be unhappy at work (Workplace, n.d.).

REFERENCES

Equity - Lathardus Goggins II, Ed.d. (n.d.) Retrieved from: http://successfulacademics.com/BlackChildSEL/SEL-n-Equity.html

Inclusion and Diversity - TJX.com. (n.d.). Retrieved from: https://www.tjx.com/responsibility/workplace/inclusion-and-diversity

Strengthening Nonprofits: A Capacity Builder’s Library (2010). Partnerships: Frameworks for Working Together, Managing Partnerships. National Resource
          Centers. Retrieved from:  https://www.girlsnotbrides.org/wp-content/uploads/2016/11/Partnerships-framework.pdf

Tennyson, Ron. The Partnering Toolbook (2011). An essential guide to cross-sector partnering: Delivering Successful Projects and International Business Leaders
          Forum. Retrieved from: https://thepartneringinitiative.org/wp-content/uploads/2014/08/Partnering-Toolbook-en-20113.pdf

Workplace Diversity Strategies | Chron.com. (n.d.) Retrieved from: https://smallbusiness.chron.com/workplace-diversity-strategies-3031.html