A LOT TO WIN

Diversity and inclusion are priority areas for many companies. Building teams from diverse backgrounds not only improves the employee experience, but studies show it also improves productivity and decision-making. There is thus much to be gained by succeeding in this.

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IS DIVERSITY PROFITABLE FOR COMPANIES? 

Companies that engage in diversity recruitment increase their revenue, according to a McKinsey 2020 report.

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The results show, among other things, that the organizations that had management teams with an even balance between the sexes had a 25 percent greater probability of having an above-average profitability than the companies that had an uneven gender balance.

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The report also shows that companies with more than 30 percent women executives were more likely to outperform companies where this percentage varied from 10 to 30 percent. In turn, these companies were more likely to outperform those with even fewer women executives or none at all.

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IMPORTANT FOR YOUNG PEOPLE WHEN CHOOSING A WORKPLACE 

83 percent of job seekers in Generation Z see the company's work for diversity and inclusion as an important factor in a choice of employer. (Generation Z are those born between 1996 and 2012.)

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DIVERSITY AND INCLUSION IMPACT 

We see positive effects on innovation, decision making, business performance and teamwork. Areas that organizations need to prioritize in order to continue growing. 

In a workplace where everyone regardless of background, gender, religion, ethnicity or sexual orientation has a place, the likelihood increases that the employees thrive. Engaged and prosperous employees stay longer in your organization and produce even better.

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INCLUSION - HOW DO YOU DO IT? 

Diversity and Inclusion – two words that seem to always be used together. But is that really what reality looks like? Well, many times one seems satisfied with having created a reasonably diverse workplace, but miss the inclusive part. It is not enough to have a quantitatively equal organization, if we do not also take into account the employees' different perspectives and skills. To be able to do that, we need to work with inclusion.

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For example, it is not enough to hire only one woman in a team of men. The diversity issue is not resolved and the probability that the single woman will get tired and quit is high. Preferably recruit two or three women at the same time, and the chance increases that both the women themselves and the team as a whole will benefit from the mix.

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