There's some great data confirming the real business benefits of driving inclusivity across a more diverse workforce. The reality of the challenges is also very true.
Organisations tend to think in one of three ways.
1. Compliance, where they broadly speaking want to adhere to the legal requirement but not much more.
2. Marketing, which is all about looking good but not doing much that moves the dial
3. Leadership led, where real change is effected in an organisation aligning business goals with changing attitudes supported by corrected processes and systems to make things happen.
The right option is obvious if we want to see progress.
McKinsey’s 2015 Diversity Matters research shows that gender diverse companies are 15% more likely to perform above the national industry median The same report shows that for ethnically diverse companies this percentage rises to 35% The Diversity Dividend: Canada’s Global Advantage report shows that a 1% increase in ethno cultural diversity among employees is associated with an average 2.4% increase in revenue and 0.5% increase in workplace productivity The McGregor-Smith Review claimed that the UK economy could be boosted by £24bn if employers did more to support the professional development of BAME employees