Inclusivity in the workplace has become not only a trend — it is a real value that working people are looking for, and for companies it is an opportunity to, not only acquire new candidates, but also to improve the overall performance and development of the organization. Below we will look at what exactly is a diverse work environment and what benefits can it bring us?
First of all: Diversity in the workplace is a broad representation of employees who differ in age, gender identity, sexual orientation, neurodevelopment and background, among others.
Second: The diverse representation introduced by a company does not automatically mean that a given environment is inclusive. Inclusivity (usually mentioned right next to differentiation) is an essential factor that allows acting for the benefit of the organization, since, in order to maintain the diverse nature of the environment, it is necessary to take care of the inclusive culture of the company (visible values professed in the organization, activities that include working people, involvement in the communication process of those belonging to the organization). Without these actions, a heterogeneous work environment will not do much; without fundamental changes that organize work between people who are different from each other, it is easy to lose the potential that comes from diversity.
Third: By emphasizing differentiation in the company, we will not get an immediate result in the form of equality. Each of these three elements (the so-called OF): differentiation (diversità), equality (equità) and inclusiveness (inclusioni) can only be achieved by adopting an appropriate management strategy. The differentiation of the team is the first step and all 3 elements mentioned above provide a standard that allows anchoring changes in the organization.
Research and relevance of DEI
In the world, there is a debate around the diverse work environment; its potential, its benefits and how to introduce it. Numerous articles advise companies on what steps to take to properly implement DEI. And what does the research say, both about the current state of diversity in organizational structures and the general attitude towards this strategy? The situation of people of different sexual orientation or gender identity can be seen as one of the inequalities that challenge them in the context of a dignified and safe place to practice their profession and inclusiveness.
The survey on LGBTQ+ communities conducted in Poland by Deloitte (2023) provided the following data:
- 46% of the LGBTQ+ community is afraid to reveal their orientation in the workplace due to different treatment
- 40% of those discriminated against reported it to their superiors. In comparison, respondents from other countries reported such situations most often directly to a person in the HR department (43%) or to superiors (42%).
- 47% did not report discriminatory behavior for fear that it would worsen their situation in the workplace.
The presentation of the situation of LGBTQ+ people shows the discrimination they face and at the same time points to shortcomings in the way companies are organized. This is a clear signal that the prevention of discriminatory situations is on the side of employers. As data from other countries show - it is real and even required to prepare the HR department and the management for this type of situation.
Other results of the reports present data that speak to the expectations of potential candidates for the workplace.
- More than 70% of job seekers say that a diverse workforce is an important factor when evaluating companies and job offers.
- 79% of LGBTQ job seekers and workers say a diverse workforce is an important factor in evaluating companies and job openings.
- 32% of job seekers (32%) would not apply for a position at a company that lacks diversity among employees.
According to a study conducted by Tallo in the USA:
- 99% of Gen Z believe that diversity, equality and inclusiveness in the workplace are important to them.
The Positive Impact of Differentiation
Globalization has contributed to the fact that more and more companies are connecting to foreign markets. This means that work and relationships in it become international. These factors require learning a diverse approach to relationships and expectations. In order to keep up with trends, but also to meet the expectations of both customers and potential employees, it is worth looking at the benefits of diversity at work.
For working people:
- Greater creativity and efficiency
- better communication
- Learning through integration
- a sense of security
- friendly environment
For employers:
- reduced employee turnover
- attracting new talent
- increased efficiency
- internationalization of the company
- better communication within the company and with customers
McKinsey & Company Report:
- Increasing the participation of women in the team can lead to profitability by 25%. Management teams in which more than 30% are women are more likely to achieve better results than those in which there isThere are women or lack of them. The most direct impact on business results is the casting of women in decision-making roles on executive teams.
- Increasing the involvement of ethnic minorities can bring up to 36% increase in profitability.
A study on neurodiversity in the workplace by Deloitte (2022):
- Teams with specialized neurodivergent individuals (such as those with ADHD or autism spectrum disorder) may be 30% more productive than those without. This change is due to the benefits of diversity of thought, approach to work, a different view of the problem and improved creativity.
- Organizations employing people who mentor people with disabilities saw a 16% increase in profitability, 18% in productivity and 12% in customer loyalty.
How does diversity affect efficiency and creativity?
A variety of points of view, as well as the resources available to employees, can contribute to the significant development of the company and the involvement of employees. When an organization is made up of people of different backgrounds, from different cultures, it has the opportunity to use their potential and lead in order to generate as many diverse ideas as possible: most often this positive impact is seen in the marketing activities of global companies that have to adapt their media message to local markets (for example, to sell a product). On the part of employees, providing them with a diverse workplace, where they will receive respect and understanding, can positively influence their self-development, commitment, use of their point of view, but also cooperation with other colleagues. With proper diversity management by bringing teams together and exploiting the sometimes unobvious talents of employees, the company increases its chances of improving efficiency and can offer employees a new career path.
Summary
Introducing diversity in the workplace is much more than just increasing the number of employees with different characteristics. This requires a thorough restructuring of the company, reorganization and change of work culture (the so-called. Diversification management). It is important not only to ensure the representativeness of employees, but also to distribute them at different levels and in different departments of the company and to use their full potential. It is also necessary to develop a communication strategy that includes the entire company community. Inclusiveness should not be just an empty slogan, but a key element of a business plan that will be consistently implemented. This should be seen as a long-distance run, not a short-term strategy with a view to quickly maximizing profits. The benefits of a diverse work environment include increased innovation, a better understanding of the needs of customers from different social groups and an increase in employee satisfaction, which translates into better company performance and reputation.
Sources: https://hbr.org/2020/11/getting-serious-about-diversity-enough-already-with-the-business-case
https://tallo.com/blog/gen-z-workplace-diversity-equity-inclusion/
https://www.welcometothejungle.com/en/articles/what-does-an-inclusion-and-diversity-specialist-do
https://b2b-assets.glassdoor.com/glassdoor-diversity-inclusion-workplace-survey.pdf
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