Diverse, inclusive organisations make better decisions and are more resilient. Racially and ethnically diverse organisations, and those with strong gender diversity have better financial success. McKinsey Report, Diversity Matters, 2015.
Unfortunately there is no one magic solution to becoming a diverse, inclusive organisation. You need to know your organisation and your context. And that needs quantitative and qualitative data and an evaluation framework built in to every initiative. You can’t just pick up a set of existing tools – it needs context and relevance to take people along with you. Therefore you need to look at adopting inclusive structures and processes, and in collecting, analysing and publicising data.
But organisations are fundamentally more than their structures and processes. They are their people, and their customers. So you also need the “right” people, and inclusive behaviour is part of how we define those “right people”.
To behave inclusively, people need to be aware of their own limiting beliefs and biases and to be able to explore these in a culture of open-ness, self reflection and vulnerability. Success therefore needs change in both individuals and the organisation and recognition that these are not independent entities.
I wanted to send our thanks, on behalf of Patrick and the rest of the team, for joining us last week. We’ve had great feedback on your talk, it was also evident that you made an impression throughout the rest of the event as there was some considered reflection on points you had made during the exercises. The event has also given us some great first steps to take forward.
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