September 16, 2020
Kellie Wong, Business 2 Community
Let’s face it. The positive impact of diversity and inclusion is no longer debatable.
According to Deloitte, diverse companies enjoy 2.3 times higher cash flow per employee. Gartner found that inclusive teams improve team performance by up to 30 percent in high-diversity environments. In a BCG study, companies with diverse management teams had a 19 percent increase in revenue compared to their less diverse counterparts.
Although diversity and inclusion (D&I) offers clear benefits, it’s difficult to implement. A major issue is that many companies believe they’re already promoting a diverse and inclusive culture. However, only 40 percent of employees agree that their manager fosters an inclusive environment.
Popular HR influencer, Brene Brown, says, “we need to do more than diversity and equity and inclusion. We need to create real belonging in our culture.” In her own business, Brown has gone so far as to reframe diversity, equity and inclusion (DEI) efforts as DEIB, which stands for Diversity, Equity, Inclusion and Belonging. Our philosophy on D&I is rooted in two themes: connection and belonging. These elements must go hand-in-hand in the workplace in order to truly make an impact.