Inclusion at work should never be considered as an accessory, the prerogative of a few progressive minds (often opposed by those for whom “the problems are quite different”). However, understanding when a workplace is really committed to bringing together all the differences, the uniqueness to put it in Drusilla Foer, is not simple. Also in this area, as happens with sustainability, there is the risk of running into a diversity washingthat is, statements that remain only on paper and are, if anything, created ad hoc to have (in vogue) communication topics.
Those who try to quantify how much a company is perceived as inclusive in society is there, as we told you in this article: for example, a Diversity Brand Index which aspires to measure precisely these aspects. Here, but beyond the perception of society, it is not secondary to have tools to understand if inclusive companies coincide with those we know or for which we work.
We therefore asked for help from Andrea Notarnicolaexpert on these issues and author of “Global Inclusion 2030” (FrancoAngeli), which aims to identify the strategies and policies that large and medium-sized companies can adopt to break down cultural barriers and prejudices that prevent people from expressing their talent.
“Inclusion is a question of ethics and citizenship: businesses, male and female workers participate in the full realization of the principles of art. 3 of the Italian Constitution ”explains Notarnicola. THE benefits encountered by inclusive companies are not negligible and embrace a greater ability to make decisions (up to + 87%), to innovate (+ 20%), to reduce risks by up to 30%. “The differences of thought, typical of groups that are more heterogeneous in composition, are a source of creativity and help to perceive the possible risks more easily”.
Then there is also a question of attractiveness towards young talents, “83% of whom look for an environment in the company where they can express their uniqueness”. And finally, an environment where diversity coexists peacefully is also good for business: «Increased customer loyalty has been observed on the part of brands that promote diversity; there is also greater profitability: cash flows per employee are 2.3 times higher over the three years for companies run by heterogeneous teams ».
Below you will find seven practical signs to understand if the company you work for is really adopting concrete practices aimed at enhancing differences.
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Source: Vanity Fair
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