HRO Today December 2019 - 64

Diversity
Less Talk,
More Walk
Three important steps in implementing an effective diversity and
inclusion training program that aligns with company needs.
By Aaron Lincove
In recent years, diversity and inclusion (D&I) have become
top priorities for all businesses-and for good reason.
Research by McKinsey & Co. reports that ethnically
diverse companies outperform industry norms by 35
percent, and Bersin™, Deloitte Consulting LLP indicates
that inclusive organizations are 1.7 times more likely to
be innovator leaders in their respective markets. Given
these benefi ts, it is no surprise that organizations of
all sizes are realizing the value of D&I when it comes
to employee engagement, fi nancial performance, and
brand recognition.
Diversity is more than a " feel good " initiative. Inclusion
has a quantifi able impact on the bottom line. People care
about how they are investing their time and resources,
and company reputation can have a tremendous effect
on their desire to purchase a product or accept a job
[64]
HRO TODAY MAGAZINE
| DECEMBER 2019
offer. Not surprisingly, an organization's stance on
diversity and inclusion can infl uence the behavior of
active and passive job seekers. According to the Boston
Consulting Group, both men and women expect equality
and inclusion in the workplace, and this expectation
is even greater as the size of the millennial workforce
increases. In fact, a survey by Randstad US claims that
78 percent of employees say a diverse workforce where
people are treated equally is an important factor when
evaluating organizations.
So, how can employers foster a culture of learning
that encourages ideas from diverse backgrounds and
aligns with the expectations of their current and future
workforce? Companies need to approach D&I training
with an innovative mindset, and these three best
practices can help drive their success.

HRO Today December 2019

Table of Contents for the Digital Edition of HRO Today December 2019

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