Diversity is not just a buzzword that social romantics and human resources use for visibility, but a recommended way to increase profitability and sustainability from a business perspective.
How does active diversity and inclusion management create value for the business?
- Heterogeneous companies are more flexible and adaptable than monocultural organizations. This flexibility becomes a competitive advantage.
- Heterogeneous teams enable more creativity, innovative strength and greater problem-solving potential.
- In times of a lack of skilled employees, exploit potential and mobilise talents.
- The increasing attractiveness e.g. image improvement of the company as an employer, attracts the best talents.
- Non-discriminatory cooperation and equal opportunities lead to increased commitment and job satisfaction, a motivated workforce and a more open corporate culture.
- Marketing activities can be more targeted, in order to develop new markets as well as target groups, and increase overall competitiveness.
- Through personalized market development and an improved customer experience, the brand value increases.
- Improved profitability and business performance.
Diversity is not only a human resource theme, diversity generates value across the entire organization in all departments. From product development, delivery, human resources, recruiting, to marketing, sales.
For the successful implementation in the company, it requires the commitment of top management and the anchoring in the culture. Diversity can only be successfully activated if leadership stands behind it, exemplifies diversity and provides roles and budgets. Goals should not only be of a strategic nature, but should also be defined concretely for everyday work. Continuous reflection on the topic is central. After all, measures with a lasting positive effect cannot be implemented within a year. It is not enough to define a goal, then define measures and implement them. The process must be constantly renewed.
Diversity in management
There is no doubt that companies with a balanced mix of men and women from different cultures in their management are economically more successful and more attractive as employers. However, equal opportunities and gender diversity are still not a matter of course for all and remain a topical issue. Gender equality in particular. The media regularly report on this and companies are actively involved in the topic. However, the term and the understanding and support for it have not yet arrived everywhere.
Women in leadership
Various studies show that women significantly improve the performance of an organisation or a company through their broader range of leadership skills. Theoretically, men and women have equal rights. In practice, however, this has not yet been fully accepted. Talented or very well educated women still have fewer opportunities to establish themselves in their careers or are simply ignored in promotions. Only in a few companies will it be possible to fill management positions according to a fixed percentage. The only way to successful gender management and more women in management positions is, on the one hand, the awareness and support of all participants and the promotion from woman to woman. If a woman in a leadership position helps another woman, e.g. through sponsoring, everyone benefits.
Key take aways
- Diversity improves the profitability and performance of the business.
- Diversity makes a lasting positive contribution to brand value and corporate success.
- Diversity can only be successfully implemented if the Leadership Team is behind it.
- Management is regarded as a role model and should be set up as such.
- Diversity requires a process that is constantly renewed, active roles and budgets.
- Diversity begins and evolves with each individual, with you!
