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Managing Diversity – what’s in it for business?

Laws prohibit discrimination, harassment and victimisation of employees on the grounds of racial or ethnic origin, disability, age, sexual orientation and religion or belief. All organisations need to look at how they will be non-discriminatory across these different grounds.

But for many organisations complying with legislation is only a first step. By looking at how the diversity of people can be mobilised to create value and advantage, they can take another step to becoming “organisations of choice”. Many people now recognise that valuing and pursuing diversity is vital for organisations and individuals.

But having a diverse workforce does not automatically translate into positive benefits. Diversity must be effectively managed to reap the diversity “dividend”.

What are the benefits of managing diversity effectively?

Recent research with organisations across Europe shows how creating and managing a diverse organisation can provide real benefits, whether they are in the private, public or not-for-profit sectors, whether they are large or small. Diversity management strategies can help to create a link between the internal and external aspects of the work of an organisation. Whilst each organisation needs to work out its own priorities, these benefits can include:

  • Attracting, recruiting and retaining people from a wide “talent” base.

  • Reducing the costs of labour turnover and absenteeism.

  • Contributing to employee flexibility and responsiveness.

  • Building employee commitment, morale and “discretionary effort”.

  • Managing better the impact of globalisation and technological change.

  • Enhancing creativity and innovation.

  • Improving knowledge of how to operate in different cultures.

  • Improving the understanding of the needs of current customers or clients.

  • Improving knowledge about the needs of new customers and clients.

  • Assisting in the development of new products, services and marketing strategies.

  • Enhancing the organisation’s reputation and image with external stakeholders.

  • Creating opportunities for disadvantaged groups and building social cohesion.

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Making it happen

Managing diversity is a journey, not simply a project!

But there are some key areas you need to consider:

  • Identify and acknowledge the kinds of diversity that are important.

  • Work with different stakeholders to understand your own “business case”.

  • Communicate what you are doing to employees, customers, clients, investors, funders etc.

  • Make sure that people know what diversity means to them and their work.

  • Review the impact of your diversity management strategy.

  • Develop policies and practices that reflect and implementyour commitment to managing diversity.

  • Build the support and trust from people inside and outsidethe organisation.

  • Learn from others and benchmark what you are doing.

 

Above all, make diversity management a living part of your organisation!