As inclusion strategist Vernã Myers says, “Diversity is being invited to the party; inclusion is being asked to dance.” But what if it’s a virtual dance party, where you’re unsure who to invite, how to send the invitations, who can DJ or what online platform would work the best? That is the situation many of us are finding ourselves in these days. We are in uncharted waters trying to float without knowing how to use the life vests.
Having diversity among races, genders, generations, ethnicities and thought within an organization is one thing. But including employees with these experiences in the conversation can help leaders and organizations find the answers to these questions during trying times. If you’re still not convinced, check out these statistics:
- Racial and ethnically diverse companies are 35 percent more likely and gender diverse teams are 5 percent more likely to have financial returns above their respective national industry medians.
- Companies with above-average diversity had 19 percent higher innovation revenues.
- Companies with the most ethnically and culturally diverse boards worldwide are 43 percent more likely to experience higher profits.
- Diverse teams (of three or more people) outperform individual decision-makers up to 87 percent of the time.
Making the conscious effort as a leader to make diversity and inclusion a priority during uncertain times is not easy, but here are some ways to get started.
https://www.entrepreneur.com/article/348209
