Continuing with more habits for effective leadership that yields long-term results. Today we focus on number 5. Let’s talk about the benefits of promoting more diverse hiring.
Attracting and hiring people from diverse cultures, races, educations, genders, ideologies, and ages is necessary for a company that has set objectives to innovate, grow, change, promote self-managed teams, and individual leadership. This will make it easier for people in senior management to dedicate themselves to strategic tasks, such as developing market relationships, with clients, and/or research.
What benefits bring diversity to the company?
Greater financial gains
- Workforce diversity is not only crucial for creativity, fairness, equal treatment, and social balance.
Different studies show that in organizations with a diverse workplace, there is a 35% higher likelihood of experiencing greater financial returns. A study from “Harvard Business Review” revealed that diverse companies had 19% more revenue from innovation.
More creativity and innovation
- It has been proven that diverse teams drive creativity and thereby foster innovation.
In my experience and according to studies, when people come from different backgrounds with a variety of personal and professional experiences, they see the world differently and bring multiple perspectives and solutions to the table.
In companies where diversity is fostered and creativity is increased, marketing campaigns are 1.7 times more innovative and at the same time more inclusive, which brings them closer to and better connects with customers and their needs, as they feel represented and understood. A larger, more diverse customer base and improved company reputation are outcomes of the previous point, which again shows the close relationship between a more diverse workforce and greater economic benefits.
Attract new talent
Diverse teams have a better work environment.
In companies that demonstrate inclusivity, an open work environment that welcomes ideas and respects diverse opinions and cultural differences is organically fostered.
People listen to and learn from each other, learning to consider other points of view, instead of imposing or judging. Internal promotion is fair. Satisfied and proud people become brand ambassadors, attracting new, talented, ambitious, and diverse professionals.
It’s worth noting that, today, more than 60% of job seekers consult Google, the company’s website, and LinkedIn for information about life in the company, its reputation, values, and culture, before applying for a position. Being an attractive company involves being and showing that it is inclusive and has diverse personnel in all aspects.
To conclude, I want to leave you with this reflection from Claudia Brind-Woody, an excellent leader, Vice President, and Managing Director of Intellectual Property at IBM. I invite you to leave comments and your opinion.
“Inclusivity means not ‘just we’re allowed to be there,’ but we are valued. I’ve always said: smart teams will do amazing things, but truly diverse teams will do impossible things.”
If you want to learn more about good leadership habits, here is the list with links to the articles that have already been published:
- Leading with Empathy and Using Emotional Intelligence
- Secrets to Implementing Change: Diluting Resistance
- The Art of Being a Mentor
- Resources for Encouraging Perspectives
- How to Drive Diversity
- Best-Kept Tips for a Better Climate
- How Learning to Listen Improves Your Leadership
Written by Susana Jiménez, Founder, Advisor, Trainer, and Coach at Aprofitalents.
For more information on how we can help your company or team tackle internal relationship and communication challenges using the SKILL-EQ methodology or personalized training, fill out the form on the website, write to info@aprofitalents.com, or send a WhatsApp to +34 606 711 757.
