Outline what is meant by diversity and why it should be valued

Understanding one another Diversity allows for the exploration of these differences in a safe, positive, and nurturing environment. Recognising our differences Each individual in an organisation brings with them a diverse set of perspectives, work and life experiences, as well as religious and cultural differences. Contact us to find out more Inclusion Appreciating our differences.

Inclusion is a sense of belonging. Get in touch to see what GDP can do for your organisation. Better business performance Openness to diversity widens our access to the best talent.

Our Story Founded in , GDP pioneered a new approach to business and management consultancy based on embedding principles of diversity and inclusion across organisations, impacting every business division and department.

Now that you understand the benefits and challenges that come with diversity in the workplace, how do you get started? Check out some of our diversity-focused content below:. If you want to learn how other companies approach diversity:.

If you want to learn how to meaningfully support employees from historically marginalized communities:. For full functionality of this site it is necessary to enable JavaScript. Here are the instructions on how to enable JavaScript in your web browser.

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Skip to main content. Sophia Lee Writer, Culture Amp. Improve DEI in your workplace. Humanizing performance: Tips for people-centric reviews Read article. Aligning compensation to organizational culture Read article. How to pay your ERG leaders Read article. Our clients represent different geographies, demographics, cultural perspectives and so forth.

So, the best way for us to support their needs is to reflect that same diverse representation in our own teams and workforce. Diversity is not about compliance. This suggests it is a burden or a source of challenge or trouble. Compliance is reactive and transactional. Diversity is proactive and transformational. Diversity is also not about tolerance or sensitivity — which come from lack of leadership or dysfunctional culture.

Diversity is about the full deployment of a variety of resources for better outcomes that benefit everyone. Innovation is an important differentiator for organisations as it allows you to come up with new services, products or improved ways of delivering those services or products.

Another is improved attraction and retention. Employers who limit diversity parameters effectively reduce the number of candidates they can consider. Those people who want to participate, have put in the work, gained results and proven themselves are respected, rewarded and promoted. No other factors come into the promotion decision making. The journey to building a truly equal, diverse and inclusive workplace can often be a long and daunting one.

So, if improving diversity in the workplace is on your agenda, here are several practical tips. To increase diversity in management and executive levels, formal mentoring programs can be used to empower employees to develop and advance. Such programs can help create connections, identify and overcome upskilling needs, share the knowledge required for advancement and prepare a mentee for promotion. Hiring managers should undertake unconscious bias training so they are aware of any prejudice or favouritism.

An aggregated scoring system and honest conversations between these assessors are important to share perspectives, challenge one another on their decision making and mitigate bias. Find out how to improve diversity in your attraction and recruitment process.