The discussion on ‘diversity’ among senior managers is increasingly expanding beyond social justice to include business performance. The number of executives who cite diversity as a top priority has risen by 32% since 2014 according to a 2017 Deloitte study. This study also found that increasing the diversity in the business, more fairly compensating that diversity and addressing the under-representation of women and minorities at senior levels in the organisation was viewed as a competitive advantage by 78% of the respondents. Yet, much of the diversity discussion centres around what the statistics tell us about the historical and current ‘state of play’ in the workforce – the demographics.
To move beyond the present and shape a future where the workplace is engaging for all employees and create businesses that are nimble and dynamic, we need to be intentional about ‘valuing’ diversity. Not just pursue demographic diversity but tap into the full range of diverse skills, experiences and perspectives that already exist within your company – the psychographics of your organisation. Read more