Diversity and inclusion are key elements of any and every business. No business can afford to draw on anything less than the widest and deepest pool of available talent.
No business can prosper with the few making decisions for the many. No team should want to be surrounded by people that don’t reflect the world we live in and in many cases are building products for. Contributions are vital from as many backgrounds and experiences as possible.
What does true Diversity & Inclusion actually mean?
Diversity and inclusion means of course having an inclusive work environment, representative of the full tapestry of the people that live in it. However, that is in its most basic terms. For us to truly live in an inclusive world, this representation needs to span the entire range of decision making from top to bottom, from the newest and youngest recruit, up the pipeline to the Boardroom and the Chief Executive. The toughest decisions benefit from the widest viewpoints, able to bring a very broad perspective on what is true.
Inclusive at every employee touch point
A diverse and inclusive approach must apply not only at promotion to improve the pipeline of the best talent, but also at initial recruitment and even during the attraction phase. This means teams must be trained and processes must be adapted to ensure the entire employee experience will attract and retain high performing, diverse talent and foster an inclusive culture. Once someone is on board, mentoring will have an important role to play to ensure everyone has the opportunity to develop and grow in the organisation.
Practice what you preach
Companies need to demonstrate that they respect and value diversity at all levels. Diversity means the right policies and practices, committing to the right things and delivering on them; ensuring that the reality on the ground corresponds with aspirations. This means constant monitoring and review is essential, and targets must be set and achieved. This doesn’t just mean inside companies, but also at every level of their ecosystem. In particular it is critical throughout the supply chain, making sure that the businesses you collaborate with throughout your supply chain are also living up to the standards you expect.
Quotas are not the answer
Persuasion not prescription must be the approach to achieve a more equitable workplace and world. The right attitudes cannot be imposed and the wrong attitudes cannot be abolished by diktat. Fast graduation is the answer, with selection and promotion being seen to be based on merit across the board. Positive action, but not discrimination in one direction or another should be the rule.
This is an opportunity to genuinely address the inclusion issues holding the world back
The coronavirus pandemic and its consequences have shone a light on the continued existence and the persistent extent of what in the modern world should be unacceptable disparities. These must be tackled without delay and in a practical way. It is a source of optimism that the younger generation is pointing the way, we must not linger in following their lead.
For practical guidance on how to improve diversity particularly in the boardroom please take a look at the recent report developed by The 30% Club Australia in collaboration with KPMG Australia - Building Gender Diversity on ASX 300 Boards.
