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What companies fail to recognise is that achieving greater diversity is more than just an HR, or PR issue. According to a McKinsey & Company report, an extra $12 trillion could be added to global GDP by 2025 by simply creating gender-diverse workforces.
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Diversity & Inclusion and in particular, gender equality continues to garner significant attention in the press, in corporate board rooms and in broader society. It is generally agreed that pursuing ‘it’ is not only the right thing to do but also the prudent course of action.
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In the last year, we’ve seen a renewed focus on accountability when it comes to diversity and inclusion efforts across industries. According to Josh Bersin research, inclusive companies are 1.7 times more likely to be innovation leaders in their market.
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Today, there is greater demand for diverse talent across the workforce, and that’s especially true in the technology space. Now, as growing evidence ties diversity to stronger financial performance, business leaders have even greater cause to boost their diversity and inclusion efforts.
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Leaders across organizations have been stepping back and reflecting on this changed landscape, asking, “How do we manage risk?” and “How do we build a culture that does not tolerate discriminatory or inequitable behavior?”
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Strategies for promoting diversity and inclusion amongst the workforce are at the top of the list of priorities for HR professionals across every industry. It goes without saying that there’s a social and moral imperative that more businesses are recognizing every day.
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One in four employees feels like they don’t belong at their current company—a statistic that becomes one in three when you’re asking Black workers. Companies have a long way to go when it comes to building a workplace where all of our employees feel truly comfortable.
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