The business case for diversity and inclusion
Posted 13 May 2019
While it may seem obvious that being inclusive is important,
whether legally or holding a firm belief around doing good in society, there is
often one perspective which gets overlooked; the business case.
Take a look at these key stats for starters. Failure to
address diversity and inclusion issues can:
- Reduce
innovation potential by up to 40%
- Reduce
business interest from customers by up to £1.8bn across the UK economy
annually
- ¾ of
Diversity + Inclusion consumers move business elsewhere if service
providers do not accommodate their needs sufficiently
- 83%
of workers leave their employer because they fail to understand their
needs
Proactive solutions can be considered from an employee and
an employer perspective. On the employee front, this does not just mean
agreeing to a policy or a series of initiatives which no one really follows
through, but rather using our individual and collective talents to drive a business
forward. For instance, a wheelchair user is likely to be well placed to assess
access within, to and from buildings. Employees with a mental health disorder
who are willing to disclose and accept their situation they many be able to
advise on how employers can help mitigate the worst effects of their condition,
which may also benefit the physical and mental well being of the wider workforce.
Examples could include yoga and meditation among others. We all need to be
aware that in reality, our lives as a whole affect our behaviour and ability at
work, hence the need for broader discussions around inclusivity and work-life
balance.
Flexible working is an interesting point. Taking my own
experience into account, running my own business enables me to mitigate some of
the physical effects of my disability as I can plan my work schedule and day
according to how I feel (within reason). Employers should surely be thinking
about how they can engage with diverse talent pools, a rich breadth and depth
of experience from all walks of life and the ability to add a competitive
advantage to businesses through ingenuity. Rigid structures and cultures (ways
of thinking) are often part of the problem as opposed to engaging with the
problem and understanding how organisations can access talent outside of the
confides of their own processes.
Talman HR and their partners can help in situations like
these, we have a range of innovative solutions which deal with real-life
considerations and demonstrate the business case for developing a truly
inclusive workforce.
by Chris Wright