The need to shift mindsets is the first step toward embracing social change at the workplace. The key lies in making the shift both at an individual and institutional level – at the same time.
What is the value of Inclusion and Diversity (I&D) for the C-suite, employees, and job seekers? This question is not always easy to answer, as there are several factors to consider, such as our personal experience, ecosystem awareness, and management approach, to name a few. Interestingly, COVID-19 has broadened the scope of I&D, from just being women-, LGBTQ+ (Lesbian, Gay, Bisexual, Transgender, Queer)-, and PwD (Persons with Disability)-friendly, to being considerate of other minority groups, including individuals dealing with bereavement, caregivers to family members, sole bread earners, etc.
It is imperative to develop a business construct that helps these groups have a sense of belonging and derive operational coherence.
• Attracting a large talent pool
• Reduced attrition
• Positive brand image
• Improved decision-making
• Higher creativity & innovation
• Initiatives that lack purpose and only fulfill the branding objective
• The adoption of a “one-size-fits-all” approach to hiring diverse talent
• Most of the measures taken are consequential and not proactive
• Lack of strategic fitment planning for diverse communities
These are some of the visible gaps observed when developing an enterprise-level I&D plan, most of which lack contextual and personal dimensions. Mastering such issues can be a challenge but can also be incredibly rewarding. It is about taking that crucial first step.
This latest Zinnov’s marquee report on ‘Creating an Inclusive Workplace’ touches upon these aspects and more, by delving deep into the factors that help organizations create workplaces that are not just inclusive, but diverse and empathetic as well. The report aims to help accelerate a mindset shift at an organizational level by empowering leaders to make informed decisions with I&D at the core of long-term business strategy.
To get access to the full report, write to us at email@example.com.