Diversity and inclusion management is the key to promoting business growth in a highly competitive environment. It is a management method that has been attracting attention from many companies, but it has not yet fully penetrated society as a whole. In this article, I will focus on the definition of diversity and inclusion management and its positive aspects for companies, and introduce how it should be promoted.
What is Diversity and Inclusion Management?
Diversity and inclusion mean respecting and recognizing the individuality of people regardless of their gender, age, disability, nationality, religion, sexual orientation, educational background, personality, skill set, experience, knowledge base, etc., and allowing them to perform at their best.
Diversity and inclusion management is the management of such an environment. Companies are required not only to hire diverse human resources, but also to strategically create a work environment where all employees can make use of their own backgrounds and skills.
Benefits of Diversity and Inclusion in the Workplace
Diversity and inclusion management not only enriches the corporate culture. Different perspectives and ideas lead to creativity and problem solving, which naturally improves the organization's profits.
The Boston Consulting Group surveyed more than 1,700 companies in eight countries, including the U.S. and China, to see the correlation between the level of corporate diversity and the level of innovation from six dimensions: gender, age, nation of origin, career path, industry background, and education. According to the study, increasing management diversity improves both the quality and quantity of corporate innovation, and EBIT (earnings before interest and taxes) is 9 percentage points higher than in companies with below-average management diversity.
How should HR promote this?
Creating an environment where a inclusive workplace is not easy, but the following five factors are considered essential to creating an inclusive work environment.
１．participative leadership, with different views readily heard and appreciated
２．a strategic emphasis on diversity led by the CEO
３．frequent and open communication among teams
４．a culture of openness to new ideas
５．fair and transparent employment practices, including equal pay
No matter how much a company changes its internal systems, it will not be able to achieve diversity and inclusion if each employee does not have the mindset to respect each other. So training for senior management and employees may be necessary, as well as opportunities to stimulate mutual communication and, if necessary, changes in the internal system.
It is not easy to promote "diversity and inclusion management," which is said to be the key to future business growth, but if we can respect each other's backgrounds and characteristics, we can naturally improve the profitability of the organization. The success of diversity and inclusion can be achieved not by superficially introducing it, but by making a firm effort to utilize all employees.