It has been a challenging year for all of us globally in
dealing with the pandemic and trying to hang on to a sense of normalcy while taking
measures to stay safe. Organizations and leaders are also gearing up and trying
to maintain business continuity while dealing with the COVID-19 outbreak.
While considerable efforts are focused on business recovery
and sustenance, during these challenging times, it has undoubtedly become all
the more important for organizations and leaders to bring diversity, inclusion
(D&I) & belonging to the forefront.
Here are some statistics that emphasize the importance of
D&I:-
- Gender-diverse companies are more likely to perform 25%
better. - Ethnically diverse companies are more likely to perform 33%
better. - 83% of millennials are more actively engaged when they
believe their company fosters an inclusive culture and in 10 years
millennials will comprise nearly 75% of the workforce.
Inclusive talent practices in hiring, promotion,
development, leadership, and team management generates up to 30% higher revenue
per employee and greater profitability than their competitors.
Recent research studies show that companies that are putting
conscious efforts to embrace and advance diversity and inclusion in the
workplace, will be more resilient, see better business recovery and higher
innovation. During a crisis, diversity plays a vital role in dealing with it
effectively. One of the most recent examples that is being discussed is
countries with women leaders show that they are dealing with COVID-19 outbreak
more successfully.
This brings us to two important questions: –
As organizations how
can we have a diverse workforce and foster a culture of inclusion &
belonging? As individuals, how can we play a role in being inclusion allies?
- Organizations need to undertake conscious steps towards
maintaining a diverse workforce, as there are higher chances of losing diverse
talent during a crisis - Since a large percentage of the workforce continues to work
remotely, it is essential to pay attention to make employees feel included and
valued. - Under-represented groups are finding it hard to deal with
the current situation and may require additional support. - With no support systems, many women are burdened with
household and childcare responsibilities - Alarming statistics show that homes are not particularly
safe for some women, who are subjected to domestic violence. - Persons with disabilities, Transgender and non-binary people
may not have access to their special needs, as it may not be categorized as
essential needs. - Organizations can provide support through helpline numbers
and counseling services, where employees can reach out. - Managers can informally connect with team members
individually, to understand their emotional and physical well-being.
Each of us can play a vital role in fostering belonging and
be allies of inclusion. When you encounter incidents of exclusion and
discrimination, it is necessary to call it out and stop the behaviour. Also,
look for signs from our friends, family members and colleagues who may not
voice their concerns and may be struggling with issues and may need support.