Diversity and inclusion build stronger teams
Every year, companies invest thousands of dollars in implementing diversity and inclusion programs within their teams. The reason: diversity and inclusion build stronger teams with better problem-solving skills, resilience, and empathy.
According to Josh Bersin's research, inclusive companies are 1.7 times more likely to be market leaders, able to solve problems more quickly, and enjoy a wide range of benefits associated with a more diverse workplace.
We believe that diversity and inclusion are key factors for any company seeking to grow in the 21st century. And even when some companies pursue diversity for the sake of pinkwashing, greenwashing, and the like, we must acknowledge that it has a direct impact on the workplace, the people who work there, and their mental health.
For honest, ethical organizations that want to shake up the system and for the greedy ones that just want to show off for the sake of clout, the million-dollar question remains the same: how do we foster diversity in a company, and what are the benefits beyond revenue?
What is inclusion?
Inclusion means giving every team member the opportunity to play a role, express an opinion, participate actively, and have access to company resources.
In a soccer team, diversity means having different “types” of people on your team, and inclusion means passing the ball to every team member so that everyone has a chance to play. Inclusion is having different “types” of people on your team.
What is diversity?
A diverse team includes individuals of different nationalities, ethnicities, sexual orientations, gender identities, educational backgrounds, and so on. It provides organizations with a wide range of perspectives on the same topics. There are four types of diversity:
- Internal: These are personal characteristics that cannot be changed, such as ethnicity, age, sexual orientation, gender identity, disabilities, etc.
- External: These factors are beyond our control, and we cannot (or find it difficult to) change them. For example, education (quality), appearance, location, socioeconomic status, life experiences (the opportunity to have them), etc.
- Organizational: Also known as “functional diversity,” this refers to the positions held within a company by a diverse group of people. Examples include job titles and pay scales, management versus employee status, and seniority, among others.
- Worldview: This refers to how we view the world, our perspectives on certain issues, and our personal values. Examples: political beliefs, moral compass, outlook on life, epistemology, etc.
Why do companies often want to be more diverse and inclusive?
In addition to boosting productivity, innovation, and workplace well-being, there are several other reasons why diversity and inclusion are important for companies. Understanding this can help companies align their diversity and inclusion efforts with clearer goals and more effective strategies. Here are some common reasons why companies strive to become more diverse and inclusive:
- Law: In some countries, it is a legal requirement to hire a certain percentage of employees from minority groups. The requirements vary by country, and some countries even prohibit so-called “diversity quotas” and take a different approach to promoting diversity in companies.
- Morals: Sometimes business owners strive to create a more inclusive and diverse workplace because of their personal beliefs (kudos to them!). They want to create a more accessible workplace for everyone, so they hire people from groups that are systematically marginalized.
- Clients: This is when companies have a global customer service center or want to establish a worldwide presence and engage with a diverse range of clients. Having a more diverse team will allow you to connect with a broader audience.
- Workforce: A diverse workforce brings a variety of perspectives on the same issues within a company. This enhances problem-solving skills by broadening your team’s approaches and outlooks. A team with diverse characteristics (such as gender and income) can limit your company’s broader perspective and hinder the ability to view problems from different angles.
How can you promote diversity and inclusion in your company?
Every company takes a different approach to implementing diversity and inclusion. Just as human DNA is unique to each individual, every company has its own approach, but here are some common practices:
- Identify the reason why you want to be more diverse and inclusive: This will give you a clear goal of what you want to achieve. Do you want to reach a broader audience or improve your team’s problem-solving skills?
- What's your current status: If you’re looking to build a more diverse team, take a look at your current team and use those numbers as your starting point. If your team is 80% men and 20% women, perhaps you’re aiming for a more gender-diverse team. Do you want to reach a broader audience? Then perhaps check how many nationalities are represented on your team, and start from there.
- You can use your team’s professional network to start building your pool of candidates: If you’re looking to diversify the group in terms of nationalities, your team may have connections—ask them for recommendations.
- Assess the opportunities available to some team members compared to others: their working conditions and their overall standing within the company. Begin creating open and safe spaces to encourage greater participation. This will also involve restructuring your company so that everyone has the opportunity to grow, participate, and learn.
When diversifying a team, there are two important points to keep in mind: First, when you bring different perspectives into the mix, they will inevitably change the team. Expect, welcome, and be prepared for this transformation. And second, recognize that a single person does not necessarily represent their systematically marginalized group. Communities are not monolithic. There is diversity within diversity.
Whatever approach you take, make sure you have a clear goal and process in place. Also, be sure to involve team members in open discussions about diversity and inclusion. Training and workshops can also help lay the groundwork for diversity and inclusion in your company.
As part of The Failure Program, we have developed e-learning courses and workshops designed to transform organizational cultures so that they embrace diversity as an asset. If you’re ready to have difficult conversations about diversity and inclusion, please fill out this form and we’ll get back to you with a plan to do so.
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