Start using inclusion and diversity to improve your business performance via the decision-making process. This white paper shows you how…
Finding the right candidates
There is an immense potential in leveraging diversity, equity, and inclusion (DEI) as a competitive advantage. The technological advancement within recruitment is a massive opportunity to access different talent pools and foster a more inclusive environment within HR departments. Approaching candidate evaluation with fresh perspectives not only brings about diverse viewpoints but also highlights the value of varied identities and opinions. Numerous studies emphasise the correlation between DEI and enhanced business performance. For example, Forbes research claims, “Inclusive teams make better business decisions up to 87% of the time.” I think it's crucial to acknowledge that DEI initiatives will only produce meaningful results if they are backed by a truly inclusive organisational culture. And without such a culture, DEI efforts risk being mere lip service. Contact me here or via e-mail when you are ready to upscale and develop your leadership, culture, and people to truly have inclusive behaviours.
We are fed up of tokenism
Inclusion for me means the practices and programs that have the effect of giving power and voice to traditionally or historically opposed groups and individuals.
- What has your organisation actually done to demonstrate inclusion?
- What have you really done to demonstrate that this “minority” person has the power, resources, support, and the voice to enact change within your organisation?
Contact me here or via e-mail for a meeting to discuss your organisation's DEI maturity level.
Diverse talent
If you don’t focus on recruiting diverse talent then obviously, you’re not going to have diverse talent, and ultimately, you won’t have a diverse organisation. Diversity is a business imperative and recruiters play a key role. I think diversity, equity, and inclusion (DEI) will be a continuous focus area for recruiters especially because more and more candidates will make job choices based on their assessment of a company’s visible DEI commitments.
A sense of belonging
Belonging involves embracing intentional gestures and transforming them into opportunities to make others feel included and truly a part of something. It requires a little effort to extend an invitation to someone from a different background, suggesting a simple meeting over tea or coffee, creating a space for conversations that delve beyond appearances and focus on the essence of who we are. I think true belonging is achieved when employees wholeheartedly embrace the idea that everyone is welcome to bring their unique perspectives and authentic selves to the table. Do you feel like you belong? Contact me here or via e-mail for a confidential meeting.
Honesty is the best policy
Are you working for an organisation where:
D) The workforce comprises of people of different races, genders, ethnic groups, sexual orientation, ages, and religions?
Are you working for an organisation where:
E) They have eliminated the systemic barriers and privileges to ensure all people have fair access, opportunity, and resources to thrive?
Are you working for an organisation where:
I) They have created an environment where groups who have been historically excluded are actively included and valued for their different perspectives?
If yes, congratulations ✔️.
If no, contact me here or via e-mail for a confidential meeting.
Uncommon bias
Research tells us that one of the main reasons why people leave an organisation is they don’t have a sense of belonging. They feel disconnected or disrespected by their immediate manager, colleagues, or with the organisation when subtle microaggressions or micro behavioural messages occur. Micro behaviours are both verbal and non-verbal cues, such as consistently checking the time or not fully engaging when someone is speaking. It's crucial to recognise that these microaggressions are particularly impactful on individuals who are considered 'diverse,' as these subtle messages are heard loud and clear to them. Addressing and mitigating these microaggressions is essential for cultivating an inclusive workplace where everyone feels valued and respected.