Diversity and inclusion should be at the heart of every organisation; the lack of accountability often leaves these issues unaddressed. We delve into the reasons why actions to address diversity should be an integral part of your company.
For a variety of different reasons, 2020 has been an unpredictable year. The murder of George Floyd has been a wakeup call and had many companies showing solidarity for the black community. Many of which sought to prove that they were doing “enough” by quoting statistics on the number of their non-white employees within their organisation. However, there were a few who took the time to pause, reflect, and look inwardly to see how they may be unconsciously contributing to systemic racism. I was impressed by ideas on LinkedIn with HR personnel and even CEOs actively talking about what they are doing to enact change within their own workplace.
While there are many ways this can be done, change – real change – comes from the people demanding it.
The foundation of a company is its people, and if we want to build and create something meaningful, we need to create a space where people’s voices can be heard, questions can be asked and difficult conversations can be had. As Cath Everett put so truthfully in her article “Don’t Let D&I Fall by the Wayside”, there is a real risk that employers try to stick plasters over something that needs surgery. In Generation Media, our Diversity Committee are effectively the surgeons.
Generation Media’s Diversity Committee:
- Champions inclusivity and an open culture within the company and wider community,
- Promotes and celebrates our teams’ differences,
- Provides support and education for all.
The Diversity Committee is made up of different races, nationalities, sexualities and religions supporting people of all ages, genders, cultures, sizes and abilities. It is a way of us as an agency to keep us accountable and educate ourselves on what more can be done to ensure diversity and inclusivity is at the heart of everything we do.
There are numerous societal benefits of promoting diversity within the workplace that has an impact for both employees and the wider community. There are also a number of additional benefits that creating an inclusive environment can have on businesses:
- Increased creativity and higher innovation: this comes from having a team of people with different perspectives, skills and experiences.
- Faster problem solving and better decision making: Harvard Business Review found that more diverse teams are able to solve problems faster than similar people due to their differences in experiences
- Higher employee engagement and reduced employee turnover: When an employee feels more included, they are more engaged and are generally happier in their workplace so they decide to stay longer.
- Improved hiring results: Workplace diversity will attract top talent from diverse talent pools.
- Increased Profits: It goes without saying, a happier, more creative, more innovative workforce will be a profitable one.
It is worth reiterating that these are just additional benefits. They are not reason enough to promote diversity in the workplace. Ensuring every one of every gender, age, sexuality, race, religion, ability, sexuality and size feels supported, included, represented and valued should be the foremost motivation for any company; how this affects the business is simply just a bonus. That’s why promoting and supporting diversity should be treated as an integral part of any company and not simply a sticking plaster to tick a box.