Diversity and inclusion

Let’s face it, the positive impacts of diversity and inclusion are no longer up for debate.  

According to Deloitte, Diverse organizations have cash flow per employee that is 2.3 times more. Gartner discovered that inclusive teams boost team performance by up to 30 percent in contexts with high levels of diversity. According to a BCG study, diverse management teams led to a 19 percent increase in revenue compared to less diverse management teams. 

Diversity and inclusion (D&I) offer evident benefits, but their implementation is challenging. Numerous businesses believe they currently promote a diverse and inclusive culture, which is a significant concern. Nonetheless, just 40% of employees concur that their manager supports an inclusive environment. 

Brene Brown, a prominent HR influencer, asserts, “We must do more than diversity, equity, and inclusion. We must foster genuine belonging in our society.” Brown has reframed diversity, equity, and inclusion (DEI) efforts in her own firm as DEIB, which stands for Diversity, Equity, Inclusion, and Belonging. Our diversity and inclusion policy is founded on two themes: connection and belonging. On order to have a significant impact in the workplace, all aspects must work together. 

What is diversity and inclusion? 


Diversity and Inclusion

It is helpful to define diversity and inclusion before proceeding. 

Diversity refers to distinctions in political opinions, race, culture, sexual orientation, religion, socioeconomic status, and/or gender identity. Diversity in the workplace refers to the presence of individuals who bring unique ideas and experiences to the table. 

Inclusion is when all members of a varied group feel included, appreciated, respected, treated fairly, and a part of your culture. Empowering all employees and recognizing their unique abilities are components of an inclusive business. 

Diversity without inclusion can result in a poisonous company culture, and inclusion without diversity can render a company stagnant and uncreative. Companies are beginning to place a greater emphasis on diversity, but inclusion is often overlooked. Without a concerted effort toward diversity and inclusion, your workers will feel alienated and unsupported. 

Benefits of diversity and inclusion at work 


Employees develop a sense of belonging in an atmosphere that is varied and inclusive. When employees feel more engaged at work, they are more likely to work harder and smarter, resulting in higher-quality work. Consequently, firms who implement D&I processes experience enormous improvements in terms of business outcomes, innovation, and decision-making. 

Bigger talent pool 


If you do not alter the framework of your recruiting process, you will always attract the same types of candidates. Expanding your recruiting searches to include individuals from a broader range of backgrounds, ethnicities, ages, etc., broadens your talent pool and improves your chances of hiring the ideal employee. 

In addition to the fact that diversity benefits your present business, 67 percent of job seekers also consider diversity. 72 percent of women, 89 percent of black respondents, 80 percent of Asians, and 70 percent of Latinos said workforce diversity was essential to them, according to a Glassdoor study. A substantial majority of white respondents agreed that employment diversity is crucial. Employing more diverse persons is essential for attracting more qualified and interested applicants. 

New perspectives and creativity 


With a more diversified workforce, your organization has a lot greater possibility of coming up with innovative ideas. The Harvard Business Review discovered a correlation between diversity and innovation outcomes. The most innovative businesses were also the most diverse in terms of migration, industry, professional path, gender, education, and age, as evaluated by their revenue mix. Each of the six aspects of diversity was connected with creativity, although industry, nationality, and gender had the greatest impact on the revenue of businesses. 

Additionally, diverse teams are better able to identify products and services that meet the requirements of new client profiles. Moreover, numerous people from different backgrounds have suffered substantial difficulties throughout their lives. These obstacles encouraged employees from varied backgrounds to sharpen their knowledge and acquire exceptional problem-solving skills. 

Better decision-making 


Diverse groups make better choices. Cloverpop, an online platform for decision-making, analyzed 600 business decisions made by 200 teams. They discovered that diverse teams are 60% more effective at making decisions. Specifically, gender-diverse teams outperformed individual decision makers 73% of the time, while geographical, gender, and age-diverse teams made better business decisions than individuals 87% of the time. 

Increased efficiency

This consequence is a direct effect of enhanced production and performance, which we have already described. Diversity provides a competitive advantage. McKinsey showed that EBIT increased by 3.5 percent for every 10 percent increase in gender diversity. Companies with substantially greater racial and cultural diversity are 35% more likely to outperform rivals. In addition, Harvard Business Review discovered that diversified organizations are 70% more likely to conquer new markets, resulting in greater performance. 


Enhanced business results and earnings 


Diversity and inclusion is helpful to the mental health of employees, but it also has positive downstream effects for businesses. In fact, according to the Harvard Business Review, diversified organizations report 19% more revenue. According to a McKinsey analysis, every 10 percent increase in the racial and ethnic diversity of a company’s senior-executive team results in a 0.8% rise in profitability. 

In addition, businesses in the top quartile for racial, ethnic, and gender diversity had a 25 percent greater probability of being more profitable than the national industry median. This is particularly true at times of emergency. Before, during, and after a recession, Great Place to Work evaluated hundreds of publicly traded companies. Companies with a high level of diversity and inclusion enjoyed a 14.4 percent increase in stock performance, while the S&P 500 witnessed a 35.5 percent decline. 

Reap the benefits of a diverse and inclusive workforce 



People are one of the primary factors that contribute to a company’s success in the dynamic and ever-changing world of business. As the world continues to shrink into a network of smaller communities, you may expect to hire an increasing number of people who come from a variety of cultural, religious, and national origins. Your company will receive a significant lift, and the degree to which it is successful will be directly proportional to how well it capitalizes on the ideas and experiences of its very diversified workforce. This significant metric has spurred a discourse about diversity and inclusion in the workplace, which for such a long time has received less attention than it required. In the future, you should examine the work culture, beliefs, and policies of your organization in order to adopt a model that is more diverse and inclusive.