Diversity and Inclusion
Diversity and Inclusion (D&I) has come to the forefront of HR in recent times as organizations started realizing that tackling them is not only a moral and a obligation, but it is also good for business.
There are three main drivers for Diversity and Inclusion:
- Moral: People expect to be treated fairly. If there is a perception of unfairness (even if not true) it will immediately affect morale and motivation of workers, especially those who perceive themselves being treated unfairly. Hence, lack of inclusiveness can be detrimental to the business outcomes because people will not invest maximum effort and drive in their jobs, and sometimes will purposefully act contrary to the interests of the organization as a retaliation for perceived injustice.
- Maximizing Business Outcomes: It has been proven that creativity and innovation thrive in the most diverse environments. Conversely, lack of diversity and inclusiveness is conducive to group-think and tunnel vision. Organizations would do well proactively promoting teams with diverse ideas and varying perspectives and viewpoints to allow the best ideas and creative solutions and approaches.
- Legal: This varies geographically, with some countries/regions more specific and strict on Diversity and Inclusiveness requirements than others, but most legislation in the world would contain at least minimal provisions against discrimination and promoting fair treatment of workers. Organizations should pay close attention to those legal stipulations to avoid legal consequences and the risk of prosecution and fines, as well as loss of good faith and reputation.
D&I also contributes to assuring that the organization has the largest pool of talent at its disposal, which always positively contributes to the organizational capability, succession planning and overall culture.
P3A team will carefully examine the customer organizational culture, the business, social and legislative environment it operates in, and will suggest the optimal D&I strategy and initiatives. We will also create strong links to the Talent Management, Creativity and Innovation and Organizational culture to make D&I an asset for the organization.
