Diversity and inclusion are not only valuable for avoiding discriminatory practices and reducing risk. Research shows that diversity really does benefit organizations. Five studies show that diversity leads to more innovation, better problem solving, and better efforts to attract and retain talent. The best diversity is “2D” diversity: diversity that is a mix of both acquired and inherent differences. This article closes with recommendations for getting buy-in to diversity initiatives across an organization.
The last decade has seen many initiatives come and go for managing the diversity and inclusiveness of organizations. Is there a business case to be made for such initiatives? Or are they just more examples of political correctness run rampant?
The latest research shows that diversity really does benefit organizations—when they focus on the right kinds of diversity, and when the context is appropriate. Crafting diversity initiatives, then, requires some careful planning and strategy. Beyond careful planning, it also requires getting the right sort of buy-in from management to really affect cultural change. Knowing the data about diversity initiatives can help with this.
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