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Generational changes are one of the main factors impacting the business world today. The new generation’s workforce differs significantly from the previous one – millennials and Gen X are increasingly restless, curious, and more concerned about pluralism, whether it is in terms of gender, race, or background. Thus, more than ever, topics related with inclusion and diversity are becoming flagships in the corporate world. These values are no longer an alternative, but a global need required by the- current workforce.

 

According to data from Boston Consulting Group, companies that invest in diversity and inclusion have more innovative, productive, and well-prepared teams to thrive during periods of economic crisis. This shows us how valuable it is for companies to have teams with different backgrounds and different ways of seeing the world. Considering that each person is unique and has unique experiences, the company gains a wide range of possibilities for new processes, new solutions, and new ways of doing business.

Organizational culture is a key factor in this issue. This is because companies that make employees, regardless of race, gender, origin, age, disability, or sexual orientation, feel represented and valued in the workplace generally develop better talent, increase employee engagement, and boost customer relations by coming up with more diverse ideas and solutions. So, how can companies promote diversity and inclusion strategy in their business and turn it into a strategic advantage? We leave you with five tips:

 

 

1| Training the leadership to become an example

Training leadership to implement values toward diversity and inclusion is effective when it is integrated into the company’s strategy. This training should include both awareness-raising and skills development and should be tracked over time.

Furthermore, leaders must exemplify the culture and values of the organization and should also work on self-development, by recognizing their own biases so they can address them and take a proactive approach to promote an inclusive and diverse work environment.

 

 

2| Business Strategy oriented

Diversity must be interpreted as more than a Human Resources issue. It should be a central component in the development and execution of business strategy, and it’s crucial that it is embedded in the day-to-day activities of the organization, such as promoting talks and internal dynamics about the topic.

 

 

3| Breaking down the biased culture

A culture of bias can be a barrier to implementing a culture of diversity and inclusion. Organizations must be focused on eliminating bias in decision-making processes – whether it be financial, HR, or other issues. This requires an absolute investigation of policies and processes to understand what companies’ limitations are in this regard.

 

 

4 | Promoting internal representation

Promotion an internal representativity should start at the top of the companies and then move on to the Human Resources departments that have, in general, “biased” thinking, which makes hiring processes also that way. This is a structural problem that is explained because people tend to hire those who look like themselves. Therefore, one of the solutions could be to create quotas for recruitment and force recruiters to employ people from different races and backgrounds.

 

 

5 | Promoting external representation

Besides making all employees, regardless of race, gender, age, disability, or sexual orientation feel represented and valued in their work environment, companies must also be awake to the culture of their external stakeholders to ensure that it aligns with the values they intend to uphold. Besides providing greater social and market awareness, it also helps to identify business opportunities.

 

 

To conclude, the new generations of talent are increasingly looking for companies with a purpose beyond profit. To conquer and retain this talent, it’s urgent to create mechanisms that facilitate interaction and the building of healthy relationships, and for this to happen it’s necessary to understand them in all their diversity. And so, promoting an organizational culture focused on diversity and inclusion, that benefits not only the employees but also the company’s financial performance, is a synonymous of growth.

 

You can also use online software solutions such as the one developed by SAP Product Footprint Management or the Nature Conservancy.