The overall message is that having an open-door policy does not always let the best people in. Even when diverse talent does get through the door, it takes hard work to get the kind of value out of it that hits the bottom line.
To overcome this challenge, large and midsize companies institute diversity and inclusion departments. And research shows that high-performing companies generate much more measurable outcomes with their diversity and inclusion departments than low-performing companies.
In high-performing companies, these departments consult with executives, managers and HR to attract, engage and leverage the best local and global talent across all dimensions of diversity to produce competitive business results such as penetrating new markets, going deeper into existing markets, and identifying new innovative products and services. In lesser-performing companies, they might focus on just employee branding, image and compliance. Generally, this shortsighted approach does not produce measurable business outcomes.
Furthermore, diversity and inclusion efforts in high-performance companies are more business relevant, strategically integrated, include leadership support across various layers of the enterprise and are guided by business impact metrics. While in some companies, they are part of HR, and in many of these cases, they also have a dotted line to the CEO. In others, they have C-level officer that reports directly to the CEO.
CEOs can help D&I contribute to the company’s overall growth goals by doing the following:
No matter where your company is today in its D&I journey, these simple steps will quickly provide competitive advantages now and prepare your firm for a diversity-rich future.
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