We all know the principle of having workplace equality, diversity and inclusion – but what is the reality?
Right now, I fear that D&I is often being left to sit quietly in HR – without, crucially, being embedded into companies’ wider strategy.
But leaders need to know that not addressing D&I will create a leakage of good talent, reduced flow of innovation and barrier to harnessing the brilliant people that can make a business grow.
The ROI of any business does depend on its people – and if people are excluded or worse, demonised, a business cannot flourish.
One illustration of this is a story once told to me by a British Muslim Asian man who was a high flyer through education before joining one of the big four consultancy firms as part of its graduate training scheme.
So far, so good. He’s got the qualifications and personal skills, he’s landed the role with a blue chip company and, as far as he understands it, all he has to do is work hard.
However, he soon found that he unknowable, opaque, parts of his company’s culture would ultimately stymie his progress. In his case, an out-of-hours drinking culture that created the kind of conversations with, and proximity to, leaders that ultimately oiled the wheels of promotion.
He wasn’t opposed to others’ drinking but didn’t feel comfortable participating in it. But he found that even holding a non-alcoholic glass of something in his hand, he started to be pushed out of the loop and experienced negative comments upon about his faith.
And ultimately, although the man had the same experience, qualifications and work ethic as colleagues, he realised he wasn’t getting promoted at the same rate – and left the organisation.
His potential as part of the emerging generation of young talent was lost.
The opposite of an inclusive culture, we need to remember, is an exclusive culture where only a certain type of person will be welcomed.
What this does to a business is reduce its access to ideas and creativity that can fuel growth and productivity.
Whether it’s the Asian man, a disabled employee or a working mother, you get the picture.
