long-term, irreparable damage to your employer brand, as well as to future growth. The harmful effects of exclusion can lead to victims (or witnesses) of bullying withdrawing from the group, or even leaving the company permanently to escape the situation. According to ResearchGate’s study into The Organisational Effects of Workplace Bullying , the hidden financial costs of such behaviour are astounding. If we invest heavily in our DE&I strategies, the benefits will outweigh the initial expenses, and our reputation and performance will speak for themselves. Top-down leadership Leaders who are willing to stand up and be counted can accelerate change. Do what is right and take on that leadership responsibility to ensure that all your people have the opportunity to be who they are, to belong, to advance their careers and contribute to the best of their ability. If you are a CEO, it is your responsibility to set an example. You should consider proactively sponsoring and nominating individuals in your organisation to lead high-profile projects, or joining one of the teams driving them. It will help them gain more exposure, broaden experience, and demonstrate to stakeholders that they matter. When you are recruiting for vacancies in your team, insist on seeing a diverse
Chartered Management Institute, the world of business increasingly highlights the importance of accountability to society and commitment to fighting discrimination in the workplace. According to the WEF, “bringing together people from all walks of life holds the key to making progress happen”. For these institutions, a good DE&I strategy has become one of the fundamental ways in which positive change can occur, and the fabric upon which an organisation can prosper and grow, whatever the scale or context of the business. Competitive advantage is increasingly critical to both the short and long-term survival and success of an organisation of any size, whether local or global. The people and talent of the organisation are the differentiating factor that is key to ensuring this. Seizing the reigns of diversity and enabling the release of all the benefits it has to offer is the way forward. Building diversity and inclusion into the fabric of your organisation could be the very thing that will enrich your business and provide the competitive edge it needs to flourish.
Review every element of your people processes for bias, identify where change must be made and make the change Celebrate wins and be proud of the diversity of your team Share learned information and insights and broadcast your diversity. Diversity increases potential There is nothing more attractive than people with different skills, experiences, backgrounds, cultures and perspectives coming together with a common goal and objective. When difference is celebrated, and everyone’s contribution is encouraged, the speed of innovation accelerates. This enables creativity and lessens the chances of ‘groupthink’. Not only does diversity enable speed when it comes to innovation, it also avoids the potential heavy costs of getting product launches, names and go-to-market strategies wrong across cultures and geographies. A report by Deloitte, entitled The diversity and inclusion revolution , provides powerful insights that reinforce this outlook. The diversity of your team should match that of your consumer base in order for you to tailor the best products possible to your audiences and stay relevant. The impact of developments in technology and AI means that new skills sets are required more than ever. For example, STEM (science, technology, engineering and mathematics) capabilities, as well as innovative brains, are in demand. The skills and talents brought by a neurodiverse team are becoming more valuable as a result. Companies such as Microsoft and Hewlett Packard are leading the way in fast-tracking how they adapt their attraction, recruitment and retention strategies to ensure that such talent is brought into their workforce. comprehensive research into an organisation’s culture and reputation, before choosing to work for it, as highlighted in the PWC report. Discrimination can result not only in that kind of talent never arriving, but also in the exit of your best employees, whether they are in the minority or not. This can result in Investing in the future Increasingly, future talent is doing
“A comprehensive DE&I strategy has become a necessary foundation upon which a company must be built”
shortlist. Adopt a zero-tolerance approach with your recruiters. When your company introduces a high-profile company leadership programme, ensure that members of your teams from under- represented groups are nominated and able to attend.
Social conscience From leading consultancies to business schools and bodies such as the Chartered Institute of Personnel and Development, the World Economic Forum (WEF) and the
| 41
Ambition | BE IN BRILLIANT COMPANY
Made with FlippingBook - Share PDF online