Biases and the discomfort that can arise when people acknowledge differences make inclusivity hard. How can you, as a leader, overcome these challenges? Chartered Psychologist and diversity, equity, and inclusion (DEI) culture change coach Nadia Nagamootoo delves into the emotional and practical complexities of achieving true organizational inclusivity. Through practical advice and real-life examples, Nagamootoo demonstrates how leaders can embrace discomfort, be vulnerable, and drive meaningful cultural transformation to enhance employee well-being and their companies’ long-term sustainability.
Businesses must embrace diversity, equity, and inclusion (DEI) to thrive amid economic uncertainties.
Diversity, equity, and inclusion (DEI) improve businesses’ financial performance and boost innovation. Companies with diverse leadership outperform their less-diverse peers, with top-quartile gender-diverse teams gaining a 25% financial edge.
Inclusion directly affects an organization’s ability to attract and retain a diverse talent pool, meet the evolving needs of its workforce, and enhance productivity. For example, companies that provide flexible working arrangements and supportive environments for caregivers and single parents significantly reduce turnover and access a broader range of skilled employees. Embracing inclusivity ensures businesses adapt to societal changes, such as the growing population of workers who identify as LGBTQ+ and those diagnosed with neurodivergent conditions. This adaptation helps organizations hire and retain talented workers and be better poised to serve an ever-more diverse customer base.
Leaders seeking to foster conversations about DEI in the workplace should ask:
- How do my team members rate the...
Nadia Nagamootoo is a Chartered Psychologist, accredited coach, MBA and Founder of Avenir, a DEI consultancy.
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