Why Diversity?

Encouraging diversity at the workplace and in society at large has become one of our nation’s most cherished goals. It is also a persistent challenge.  Most Americans support the idea that America’s public and private institutions should broadly reflect the demographic diversity of its people with respect to ethnicity, gender, sexual preference and other characteristics.   However, there is less agreement on the appropriate and most effective means of achieving this goal.  

Most major companies are on record supporting diversity at the workplace.  In part, this is a matter of compliance with existing laws and regulations relating to workforce hiring and recruitment.  However, research shows that promoting diversity almost makes good business sense:  How?

• A more diverse workforce brings a wider range of experiences and voices to the table, giving the company a fresh competitive edge in its marketing, sales and advertising.  

• With a more diverse workforce, companies can identify new customer niches and develop products and services tailored to these niches.

• Companies with greater diversity increase their market value, enjoy greater financial returns, and experience greater innovation and growth

• Diversity enhances  the quality of a company’s organizational culture, leading to higher levels of productivity and increased employee satisfaction and retention.

• A reputation for diversity increases a company’s brand value and helps it achieve long-lasting customer loyalty.

Achieving Diversity

Most major companies these days have made a “performative” commitment to diversity.  That means they are aware of diversity’s importance as a goal and are committed in some fashion to achieving it.  However, research shows that many corporate diversity initiatives fall short.  Partly, it may be a lack of commitment to diversity at all levels of the organization – a combination of active resistance to change (from internal “hold-outs") as well as sheer organizational inertia.  Another problem is a lack of comprehensive planning and sustained follow through; a diversity initiative is announced with great fanfare but no benchmarks or performance metrics are instituted to measure progress.  

In fact, many companies simply don’t know how to carry an important initiative like diversity through to a successful conclusion.  In the end, without ongoing guidance and accountability, the company moves haltingly, often in reaction to external pressure from the public or from within (including the threat of lawsuits). 

My Services

As a diversity consultant, my aim is to assist you to begin the process of diversifying your organization – or raising its current diversity awareness and performance to a higher level.