How to Elevate Diversity & Inclusion
Within your Team
Diversity Management that Works
Did you know on average nearly half of a company's employees believe their organisation needs to improve their diversity of gender, race and ethnicity? Supporting diversity and inclusion in the workplace is a crucial part of successful company cultures and a vital aspect of good people management. The benefits of an inclusive environment have been infallible, with some organisations measuring increases in productivity levels, employee engagement and financial return.
To reap the benefits of fostering an inclusive company culture, it's important to ensure everyone is able to bring their best selves to work, participate and achieve their best potential, regardless of age, disability, race, religion, gender and sexual orientation.
OF WORKERS WANT TO JOIN INCLUSIVE COMPANIES
According to a Deloitte survey, respondents said inclusion efforts were an important factor when choosing a business to work for.
3 out of 4
PROFESSIONALS PREFER DIVERSE COMPANIES
Within a recent Glassdoor survey, 76% of job seekers and employees polled said a diverse workforce was an important factor for them when evaluating job opportunities and companies.
BELIEVE D&I OFFERS A COMPETITIVE ADVANTAGE
Another Deloitte survey found that diversity and inclusion offers a competitive advantage in the marketplace.
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FOSTERING INCLUSIVE COMPANY CULTURES
When was the last time you took a good look at the diversity of your organisation? How can you make an effort to really improve your D&I? Collecting data is an insightful way to identify areas where your organisation can improve. Diversity and Inclusion have become an important topic of discussion for companies in the last few years, and leaders want to know how they can improve.
Diversity and Inclusion are a high priority for businesses of all kinds. It’s been proven that diverse teams deliver better results. Plus, it’s what talent wants to see.
According to Teamstage.io ‘46% of job seekers said culture was one of the deciding factors in the application process, while 88% found it at least relatively important.’
We’ve all heard the phrase “glass ceiling” which is notably used when talking about progression or lack thereof, but what is the glass cliff? Research has shown that women and people of colour are put into crisis situations far more often than their white or male colleagues, and addressing this issue in the workplace can be a difficult topic to broach.