Ultimately, you must carefully craft any effort to promote diversity, equity, and inclusion to succeed. Employers must be truly committed to change and willing to do the work required to make it happen. Only then will employees feel that their workplace is truly inclusive.
Deciding to prioritise diversity, equity, and inclusion is a strong start. Still, companies often shoot in the dark about what to do next, which can lead to a misuse of efforts. To fully commit to and uphold the promise of a more diverse and inclusive work environment, organisations need to develop a DE&I strategy. These strategies hold myriad benefits.
HR professionals have long understood list of poland consumer email the connection between talent acquisition and retention. However, people usually underestimate the effect that DE&I practices can have on talent acquisition and retention. By creating a sense of belonging at work, DE&I practices can help increase retention rates and make it easier to attract top talent.
In turn, companies that adopt an effective DE&I strategy experience greater profits. A study by McKinsey & Company found that organisations in the top quartile for racial and ethnic diversity were 35% more likely to have financial returns above their respective national industry medians. The study also found that gender-diverse organisations were 15% more likely to have financial returns above their respective national industry medians.