Inclusive Leadership Newsletter – Spring 2015

Why Diversity Matters

Diversity matters because we increasingly live in a deeply interconnected, global world. New (Feb 2015), extensive statistical business research by McKinsey & Co makes it clear that companies with a more diverse workforce perform better financially than those without. Companies in the top quartile for gender or racial and ethnic diversity are more likely to have financial returns above their national industry medians. This practically illustrates well the work done by Prof Scott that says ‘diversity trumps ability’ if certain conditions exist i.e. good Inclusive Leadership. As the bar for competitive differentiation continues to rise, leaders able to manage, and bring out the benefits of, diversity are the key to achieving and maintaining business success.

Source: McKinsey & co http://bit.ly/1KVgeEz

Six tips for encouraging gender equality in the workplace (CIPD)
  1. Advice from successful business leaders:
  2. Bin pre-conceptions about women
  3. Beef-up sponsorship of women who show potential for leadership
  4. Be agile. Be flexible.
  5. Beware of the branding of women’s networks
  6. Implement a career-planning programme
  7. Set the example, lead the way

“By tapping into the full potential of men and women, Sodexo is stronger, more innovative, and better at serving its 75 million consumers worldwide.”

Michel Landel, CEO

Reflections on Rotherham & Stereotype

Threat If there’s any truth in the claim that fear of appearing to be racist played a role in the systematic sexual abuse of girls and young women in Rotherham, we all need to take a very long pause for breath… unconscious processes, including the phenomenon of stereotype threat, or anxiety, can result in apparently perverse, disproportionate or otherwise irrational behaviour in otherwise perfectly competent people. We can give people tools to stop and notice when this is happening – to them and others – and to act decisively to prevent the ‘rot’ spreading further through increased fear and silent collusion.

Source: Razia Aziz Equality Academy Blog bit.ly/rothst

Top 20 tips for how business can support its LGBT workforce

Here’s our top 12 from the 20

  1. Send the message from the top: put diversity, including LGBT, on the agenda
  2. Make a stand – even if you think you are the first to do so, be brave
  3. Be sensitive to multiple discrimination
  4. Promote straight (heterosexual, non-trans) allies
  5. Promote LGBT role models
  6. Challenge preconceptions
  7. Influence society, your business has the power to shape it
  8. Communicate inclusion
  9. Don’t be afraid to ask (but sensitively!)
  10. Respect the coming out process
  11. Revamp recruitment: stop placing people in boxes and appreciate their diversity.
  12. Hands-on: ensure training, tackle homophobic bullying, install gender-neutral toilets.

Source: Guardian In focus LGBT and Business http://bit.ly/1NIOTEn

Deloitte Global Human Capital Trends – Diversity of Thinking is a Business Imperative

A diverse workforce is a company’s lifeblood, and diverse perspectives and approaches are the only means of solving complex and challenging business issues. Deriving the value of diversity means uncovering all talent, and means creating a workplace characterised by inclusion. Leading companies are working to build not just a diverse workforce, but inclusive workplaces, enabling them to transform diversity programs from a compliance obligation to a business strategy. Market leaders are starting to move from compliance to inclusion as a business strategy.

Putting more women in charge the key to a better future for business?

Can Women Fix Capitalism? Yes, through “Centered leadership,” an approach that joins feminine archetypes with masculine ones according to Joanna Barsh (McKinsey & co). How to accelerate progress? Start with “difficult” conversations about topics such as quotas and targets, what great leadership looks like, thoughtful and flexible work options that don’t hold men and women back, making bad behaviour truly unacceptable, and helping the topperforming women through sponsors. And then let’s get to work.

Source: McKinsey & Co http://bit.ly/1Ai0EYq

Inclusive Leadership: The View From Six Countries

Some of the key findings include:

Inclusion was found to be linked to identifiable behaviours outlined in the report – behaviours that have a profound impact on overall team productivity and product innovation.

Source: Catalyst Research Centre http://bit.ly/1MtcszD