Hiring the best and most diverse talent for your business
You may have read the stats on the impact of diversity on profitability: for every 1% rise in the rate of diversity, there is an associated increase in sales revenue of between 3% and 9%; ethnically diverse companies are 30% more likely to have financial returns above their national industry median; organisations with a critical mass of women in their senior management teams have higher average scores on measures of organisational excellence than teams with no women, and so on. But diversifying a workforce and creating a genuinely inclusive culture is easier said than done. It takes some conscious effort and a strategic approach.
Versiti can help you gather the evidence needed to develop your diversity and inclusion strategy, policies and practices. We can conduct in-depth qualitative research with potential, current or former employees from diverse backgrounds to identify your priorities and co-create solutions. We do not do recruitment. We do not do training. We simply use evidence to help you determine the best approach to make your organisation more inclusive, productive and successful.
Dr. Marie-Claude Gervais will share how the nature of workplace discrimination has changed over the past decade or two, reflecting changes in the legislation at the upcoming Increase Your Influence & Impact event by The Rising Network, November 2019
The final ‘myth’ we will discuss in this series is the idea that Diversity & Inclusion is about ‘other people’, about ‘exotic birds’ out there! The clue should be in the name but it is worth reiterating that the point is inclusion, not exclusion; that diversity is not an attribute of single individuals but of social groups. So it’s about all of us.
As Sir Tim Berners-Lee, the inventor of the WorldWideWeb, argues: ‘We need diversity of thought to face the new challenges.’ Diversity of thought is indeed essential, and it is at the heart of what drives productivity creativity, innovation and performance.
Leaders have much to gain by acknowledging the impact of intersectional discrimination on the career prospects of ethnic minority women, and making concerted efforts to hire from this group.
Workplace discrimination among women and ethnic minorities is well documented. But what about experiences due to the intersection of both gender and race? How do these interact – over the lifecycle, at home, in schools and at work – to shape the careers of ethnic minority women? We explored how some of the most powerful ethnic minority women in the UK beat the odds.
Let's make this happen.