A diverse and inclusive workforce is almost universally touted, but it is still an elusive goal for many employers. A foolproof formula for achieving diversity and inclusion may not exist, but understanding the benefits, getting buy-in from the top, and fostering the right attitude are important steps toward achieving the goal.
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A recent webinar presented by Randstad Sourceright cited statistics demonstrating that 72% of working professionals consider diverse and inclusive workplaces to be important. And in today’s global economy, it’s not just that workers value diversity—diverse teams can also better relate to more customers.
Research presented in a 2018 report from McKinsey & Company also points to diversity’s role in an organization’s financial performance, as well as an organization’s ability to achieve a competitive advantage and realize growth.
So, the case for focusing on diversity and inclusion has never been stronger. But what steps are necessary to achieve success? Cindy Keaveney, Chief People Officer at Randstad Sourceright, told the webinar audience that it takes more than a short-lived proposal.
“It’s not an initiative. It actually is a journey that evolves,” Keaveney says. Talent leaders and hiring managers are raising the bar, and working professionals have simultaneously increased expectations regarding what they want in terms of diversity and inclusion, she says. Also, diverse organizations develop more innovative ideas and attract, win, and retain top talent.
“The pressure is on for all of us,” Keaveney says, adding that professionals report that working with people who have a global mind-set is “really an imperative.”
Audra Jenkins, Chief Diversity and Inclusion Officer for Randstad and one of the webinar’s copresenters, points out that workers in diverse and inclusive organizations feel at ease and cared about. They see themselves as able to thrive, not just work.
Jenkins says achieving true diversity involves more than just checking boxes and an attitude that says “OK, we’ve hired a woman, so now we’re done.”
Making diversity and inclusion efforts part of an organization’s culture carries many benefits, including making people more receptive to change, Keaveney says. People tend to dislike change, but when they surround themselves with diversity, “it actually changes the brain,” she adds. The more diverse of a perspective someone has, the more open that person is to change.
Tips for Achieving Diversity and Inclusion
Being able to show commitment from top executives is critical, Keaveney says, but it’s also important to remember that everyone is a leader in some way.
Business resource groups (BRGs) in which people from similar backgrounds and with similar interests and experiences gather together for support are also useful, Jenkins says. She emphasizes the importance of welcoming everyone in a BRG. For example, a women’s group might also welcome men. She also says BRGs should have a business plan and goals so they remain engaged and focused on what to accomplish.
The McKinsey report says that improving the representation of diverse talent and using inclusion and diversity as an enabler of business impact are challenging goals. “Despite this, multiple companies worldwide have succeeded in making sizable improvements to inclusion and diversity across their organizations, and they have been reaping tangible benefits for their efforts.”
The report lists four imperatives:
- “Articulate and cascade CEO commitment to galvanize the organization.” Leading companies ensure middle management is also on board. Plus, executives and managers are held accountable to ensure efforts are resourced and supported.
- “Define inclusion and diversity priorities that are based on the drivers of the business-growth strategy.” Investing in internal research helps companies understand which strategies best support their business-growth priorities.
- “Craft a targeted portfolio of inclusion and diversity initiatives to transform the organization.” Leading companies use targeted thinking to prioritize the initiatives they invest in, and they align those priorities with their overall growth strategy.
- “Tailor the strategy to maximize local impact.” Companies that see improvement in diversity and inclusion recognize the need to adapt their approach “to different parts of the business, to various geographies, and to sociocultural contexts.”