Understanding minority employee groups’ engagement levels and perceptions around D&I enables organizations to capitalize on a diverse workforce that performs to its full potential in an equitable work environment: an environment where no employee or group of employees has an advantage or disadvantage when compared to their ‘majority group’ colleagues.
Most business leaders seem to agree with the assertion that a diverse workforce offers a variety of viewpoints and a wider range of experience, which improves decision-making, problem-solving, innovation and overall business performance, but only if the ‘diverse’ workforce is well-managed and fully engaged within the organization.
An equality, diversity and inclusion audit is key for those organizations already presenting a demographically diverse workforce. Such an audit will offer your organization a stocktake of its current ‘inclusiveness’ position, which will help you identify risks and opportunities and prioritize the people development actions that your organization needs to take. It will help your organization better understand how to become a fairer and more inclusive employer. It involves taking a structured look at how your business is performing with respect to equality, diversity and inclusion against other similar organizations.
Linkages between diversity, inclusion and business performance
To read more about how to implement a successful D&I audit and related best practice, please click ‘Download’ above.