We live in an increasingly complicated and interconnected world where diversity has become the fabric of modern society, all thanks to globalisation and technological advancements.
The inclusive fabric of modern society aids economic advancements
Success in this international market requires multicultural initiatives and a consistent effort to integrate different demographic and cultural diversity into an inclusive setting that fits into the more expansive vision of the company’s growth and progress.
This constructs rich prospects for companies to spearhead growth by leveraging their access to a diverse talent pool and untapped consumer base.
The gold rush to enhance creativity and drive innovation leveraging global diversity of the labour force is good — excellent even, but it also oppugns traditional business assumptions, norms and ideas.
Companies are being compelled to effect major structural reorganisations spanning all critical areas of business operations – from marketing to talent acquisition and retention functions.
All this sums up for companies worldwide to spend US$9.4 billion on Diversity Equity and Inclusion (DEI)-related efforts in 2022. The number is estimated to more than double to US$24.3 billion by 2030.
Data is still too sparse, but collective and coordinated action is required
But even in this plethora of positive possibilities, one pandemic derailed the advancement and showed that any progress made is easily reversible.
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Since the start of COVID-19, social and economic inclusion has seen significant setbacks as financial vulnerabilities have been heightened and social and political polarisation has grown.
The global gender gap closed by 68.1 per cent last year. Up by 32 years at the present rate of progress, the gender gap was set to close within a centennial, according to trends leading up to 2020.
Despite headway in mainstreaming diversity and inclusion in the corporate environment, racial and ethnic equity efforts stay fragmented.
Yes, the state of DEI efforts varies by geography, industry, and company, but a growing number of leadership teams have recognised the significance and urgency of driving conversations within their organisations and taking action to push progress.
The affairs of recent years have shown that any progress made is easily reversible. The pandemic has caused a generational loss in gender parity, for example, increasing the projected time to reach global parity from 100 to 132 years.
Despite progress in mainstreaming diversity and inclusion in the corporate environment, racial and ethnic equity efforts remain fragmented. To bring about faster change, there is a need for clarity on what works — and what does not.
Five actionable initiatives for impact and acceleration of DEI outcomes
The Global Parity Alliance, by the World Economic Forum, was launched to accelerate diversity, equity and inclusion outcomes. The group came up with five success factors shared across the initiatives that yielded the most impact for underrepresented groups:
Root cause analysis — Deep and nuanced
A company-wide survey on employee experience and inclusion and an analysis of its talent pipeline is where an organisation may begin.
Determine the root causes, which will likely include a medley of internal barriers (e.g. organisational policies) and external obstacles (such as cultural sentiments and beliefs).
It is essential that the voices of the target population shape DEI initiatives without burdening those individuals with the work.
Next, by considering impact versus feasibility and urgency versus the importance of the organisation’s core competencies and distinctive positioning, prioritise and line up opportunity areas.
SMART goals of sucess — Meaningful definitions
Setting clear, measurable goals to define success upon identifying the opportunity areas based on impact will keep the stakeholders galvanised.
This can be done by connecting the company’s values, mission, business outcomes and “what’s in it for me” at each level of the organisation.
Effectively communicate the rationale to serve as a call to action, thereon.
Committed and accountable business leaders
Like any other core business activity, DEI initiatives must be aided based on the capabilities required to execute the plan effectively. This may require a cross-functional team (and not just limited to the Human Resource function) and access to experts, conceivably through external partnerships.
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Leadership and management teams tend to hold the most social clout in an organisation. They can use their influence to advance DEI initiatives.
Creating accountability by formally incorporating DEI goals into the stakeholder’s (business leaders’) quarterly and annual planning allows for securing the resources, time and attention needed to drive change.
One size does not fit all — Tailored solution
Each solution should be designed with scalability in mind. To ensure that potential impact will not be hindered by barriers such as cost or operational complexity.
For example, a standalone coaching program will not solve a gender parity problem. The solution set will also need to address systemic bias in hiring, performance management and other policies that add to the target population’s disadvantage.
Abiding in change requires a shift in mindset and behaviour for all employees.
For example, unconscious bias, the key to this lock is addressing relevant elements of the organisation’s systems, processes, and ways of working.
Lastly, it is imperative to encourage and equip employees by setting new expectations, measuring progress, and holding them accountable through performance management.
Rigorous tracking and course correction
With the right metrics and milestones in place, adjustments to the solution can be implemented sooner rather than later to ensure the solution effectively addresses the core issues.
Scorecards, for example, should track progress toward a high-level aspiration, the resolution of root causes, and granular initiative actions.
Insights from these scorecards and trackers may surface opportunities to adjust or course-correct the initiative to increase impact.
The (Optimistic) road ahead
LGBTQIA+ individuals continue to face stigma and discrimination; only a tiny percentage of businesses are focused on including people with disabilities. There is an acute need to step up collective and coordinated action by private- and public-sector leaders to avoid further backstepping and create organisations and economies that offer opportunities for all.
This will be a precondition to kindling genuinely inclusive and sustainable growth and fostering greater creativity and economic stability.
The number of pathways for positive change is growing as the scope of DEI action in the private sector broadens from a focus on the workforce to whole-of-business approaches encompassing inclusive design, inclusive supply chains and community impact, among others.
New pathways are also emerging in the public sector as policymakers use an equity and inclusion lens in economic policy-making. For example, recent gender mainstreaming efforts explicitly recognise gender parity as critical to economic growth and stability.
DEI is at a critical inflexion point in today’s companies and institutions. The evolution of how people work, driven in part by the recent global upheavals (such as the pandemic, geo-political tension and global economic slowdown), presents an opportunity to harness the momentum of change toward redefining workplace norms and systems to accelerate progress on DEI.
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