Progressive businesses are implementing more diverse and inclusive recruitment policies to secure a more sustainable future. But, diversity is itself a term which can mean different things to different people. It can mean employing people from different backgrounds, ages, gender, sexual orientation, disability, education or religion. But also, according to Farrah Qureshi, CEO at Global Diversity Practice, diversity can also mean respecting and appreciating each other’s differences in an age of challenging geopolitical change, “The key question for companies is how to leverage those diverse perspectives, lifestyles and backgrounds to drive business success and innovation,” says Qureshi.
Qureshi recommends companies take a close look at themselves and examine just what their strengths and weaknesses are. With this diversity “baseline,” Qureshi says companies can determine their represented demographics and can discover employees’ opinions on the way forward through surveys and focus groups.
“It must be a holistic strategy that considers customers, employees and suppliers,” says Qureshi. “From there it’s all about delivering.”
Laura Hinton, head of people at PwC UK, agrees with Qureshi’s thoughts on diversity, “If we want to deliver value for our clients, we need diverse talent, views and thinking that reflects the society in which we work.”
However, both leaders think it will take a mind shift in designing corporate thinking to ensure leaders stand as role models to foster a diverse, inclusive culture. Those at the helm of organizations should also ensure employees perceptions of the changes are noted and tangible progress is made.
For more information about the business benefits of promoting diversity and inclusion, read the full article here.