Even when some companies are pinkwashing, greenwashing, etc, we must acknowledge the direct impact in the workplace.
Every year, companies invest thousands of dollars in implementing diversity and inclusion programs within their teams. The reason: diversity & inclusion builds stronger teams, with better problem-solving skills, resiliency, and empathy.
According to Josh Bersin's research, inclusive companies are 1.7 times more likely to be leaders in their own market, able to solve problems faster, and enjoy a strong list of benefits of a more diverse workplace.
We believe that diversity and inclusion are key elements for any company wanting to grow in the 21st century. And even when some companies are diversifying for pink washing, greenwashing, etc we must admit it has a direct impact on the workplace, the people that make it up, and their mental health.
For honest, ethical organizations who want to fuck up the system and for the greedy ones who want to flex just for clout, the million dollar question remains the same: how do we foster diversity in a company and what are the benefits beyond revenue?
Inclusion is to give each member of the team the chance to play a role, express an opinion, participate actively, and have access to company resources.
In a football team, diversity will mean having different “types” of people in your team, and inclusion will mean passing the ball to each team member so that everyone has the chance to play. Inclusion is having different “types” of people on your team.
A“diverse team includes individuals from different nationalities, ethnicities, sexual orientations, gender identities, educational backgrounds, etc. It gives organizations a wide array of perspectives on the same subjects. There are 4 types of diversity:
Besides yielding more productivity, innovation, and well-being at work, there are several other reasons why diversity and inclusion are important for companies. Understanding this can help to easily apply diversity/inclusion to a clearer goal and better approach. Here are some common reasons why companies want to become more diverse/inclusive:
Each company has a different approach to implementing diversity/inclusion. Just like human DNA, it’s unique in every case, there are different approaches in every company, but here are some common practices:
By diversifying a team, there are two important aspects to keep in mind: First, when you add other worldviews to the mix and these will inevitably change the team. Expect, welcome, and be prepared for this transformation. And second, acknowledge that a single person isn’t necessarily a representation of their systematically minoritized group. Communities aren’t a monolith. There’s diversity within diversity.
Whatever approach you have, make sure you have a clear goal and process in place. Also, make sure you involve team members in open discussions around the subject of diversity and inclusion. Training and workshops can also help to lay the foundations of diversity/inclusion in your company.
As part of The Failure Program, we have developed e-learning courses and workshops that aim to transform organizational cultures in order to embrace diversity as an asset. If you’re ready to have difficult conversations around diversity and inclusion, fill out this form and we'll get back to you with a plan to do so.
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Transformemos nuestra percepción del fracaso y utilicémoslo como catalizador del crecimiento.
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