Diverse teams are more productive teams. Research by McKinsey found that racially and ethnically diverse companies outperform industry norms by 35%; while gender diversity boosts financial returns by 15%.
The business case for diversity and inclusion is now an irrefutable fact, so why are so few organisations prioritising this HR revolution?
Now is the time to invest in building an inclusive workplace culture to secure the future success of your people and your business.
There are proven commercial advantages that inclusion and diversity in the workplace bring.
McKinsey, Accenture, Deloitte, KPMG, PWC to name but a few have spent significant time and money proving the case for inclusivity.
But despite this very well established business case, organisations continue to struggle to realise the commercial advantages that it brings.
Firstly, we need to make a distinction – diversity and inclusion are two separate things.
Inclusivity is the way in which we behave with each other – it is what we do. It’s subtle. It’s about membership, connectivity, innovation, creativity and recognition.
Diversity is more about what we have – the mix of people in an organisation – and it can be measured with hard metrics and data.
So, why are you missing out?
An organisation needs to be inclusive in order to realise the advantage that diversity can bring.
Inclusivity should be profoundly integrated in personal and organisational values; it should be at the core of the belief scheme of individuals and the organisations they work for.
Inclusiveness needs to be embedded in the culture of organisations.
70% OF AN ORGANISATIONS CULTURE IS DEFINED BY ITS LEADER
The change must be led by decision-makers within the business and it has to be a “heart” driven initiative to be genuinely effective ….
However, everyone must be involved in order to create real progress.
Leaders must be prepared and capable of leading the shift.
Individuals and teams must maintain their own mirror and ask themselves some hard questions.
Organisations that truly succeed in inclusivity take an entire approach.
Inclusivity, as well as its people and OD approach, need to be at the core of the business strategy in order to succeed
With positive energy and expert support, the change can happen. In fact, you’re already a step ahead, just by discovering Equal Talent.
We work closely with organisations to share our knowledge on how and where to make an effect.
We assist in the identification of the vision with leading organisations.
We look at the talent management process and highlight future benefits.
We work with teams to create elevated levels of confidence and comprehension to positively influence results.
We share how to accomplish diversity within organisations.