There’s a reason that Diversity and Inclusion is such a hot-button issue for companies and corporations today. Firstly, from a moral and societal viewpoint, it is something that we owe each other, as we each deserve the same chance of happiness and success in life. Secondly, there’s the bottom-line perspective, the business case; which is becoming increasingly powerful. Today, companies are starting to realise one simple thing – diversity works.
And the research is there to back this up, too. McKinsey’s latest ‘Diversity Wins’ report clearly demonstrates that gender diverse board are 25% more likely to outperform those with less diversity. If you look at the same report, companies in the higher quartile for ethnic and cultural diversity outperform those in the lowest quartile by a whopping 36%. That’s a lot of money left behind by companies who are unable, or unwilling, to change.
Nabila Salem is the President of Revolent, one of the world’s leading cloud talent creators specialising in Salesforce and AWS. Her focus lies in improving and maintaining the company’s three core pillars of culture, strategy and growth. So, as leaders, the question is – what can we do in our workplaces to create an environment that is diverse and inclusive? Nabila explains 5 principles leaders should follow.
Stop looking for culture fit
Looking for a culture fit goes against the very idea of inclusion, it’s a classic sign of an outdated hiring process. Instead, actively seek out individuals who are different, who bring something new to the table. Set up your processes – throughout all departments and functions – with diversity and inclusion at the heart of them.
Implement flexible working
This one is simple, but surprisingly few companies have moved to a flexible working model. Companies that do, however, are naturally more inclusive, especially towards working parents or people with caring responsibilities. Flexible working is so much more than the hours an employee works. Some companies will just stagger start and finish times and declare this flexible working but it’s not. It’s about finding ways of working that give the best outcome, for employer and employee alike.
Launch a ‘Buddy with the Board’ programme
Allowing employees to have one-to-one time with a board member each week, or month, can foster an additional layer of collaboration, communication, and support between staff. Perhaps more importantly, ensuring employees have employees a voice, even at the highest levels of the business, is vital for building a more inclusive environment.
Celebrate your differences
Differences make you stronger as a team. Celebrating them can help employees find a natural common ground, while allowing them to appreciate each other’s differences. A good starting point for any company is to encourage employees to share their stories, their interests and passions or heritage. This could be through blogs, internal events, podcasts and more. If you’re seeking to celebrate cultural diversity (for example), a great start is turning lunch hour into a potluck. Everyone can bring a culturally inspired dish or a personal favourite from their childhood. It’s delicious and a fantastic opportunity to be inclusive by recognising the diversity of a team.
Listen to your staff
Naturally, no two workplaces are the same and – as such – the best way to create a more inclusive culture may vary depending on your company. However, if there is a magic bullet, it is to compliment any initiatives with an overall focus on sourcing regular, meaningful feedback from employees. It’s a simple three steps: Ask, listen, and act on what they’re saying – wherever possible.
