Why Diversity and Inclusion Matter

Simon Sinek said: “Any organization can explain what it does; some can explain how they do it; but very few can clearly articulate why. Why is not money or profit- those are always results. Those who start with why never manipulate, they inspire.”

Looking at your organization, do you have a clear understanding for WHY you’re doing what you’re doing?

Many companies go at diversity and inclusion (D&I) by looking at how to do it (i.e. create an inclusion statement to be posted on everything) or what they can do (i.e. grab all the brown skinned people in the organization and create a D&I committee). The deeper challenge is to understand and embrace the how. If you’re at the helm of of an organization or are charged with implementing a diversity and inclusion strategy (D&I), here are three things to consider as you explore the WHY D&I matters to your organization.

1. Diversity and Inclusion Fosters Innovation.

If you’re looking for feedback or input on a new product line or marketing strategy ask people who look differently than you and your current customers. Think about it, if the only people at the table look exactly like you, you’re going to have trouble selling whatever “it” is to anyone else.Diversity of thought stimulates ideas and propels innovative creation. Constructive conflict leads to innovation and combats mediocrity. According to PwC’s 18th Annual Global CEO Survey, 85% of organizations that have a D&I strategy say it has enhanced performance, with highly inclusive organizations rate themselves 170% better at innovation (Deloitte). Twenty years ago, Subaru launched an ad campaign for a car that one journalists called “sturdy, if drab”. Today the Subaru Outback is known as the car preferred by lesbians resulting in taking a struggling carmaker and turning it into a steady success.

2. Inclusive Environments Generates Better Work Product.

When employees are able to bring their authentic selves to work, they are highly productive. Their minds aren’t cluttered with thinking about how to pass as anything other than their true selves. Accenture released a study to look at people’s perceptions and experiences at workplaces and found that three things that must be implemented in companies to be effective at creating an inclusive environment are: bold leadership, comprehensive action and an empowering environment.

3. Diversity and Inclusion Strategies are Reflective of Reality.

By 2045, the US will become ‘minority white’ with 18–29 year olds reflecting this by 2027. If your company intends to maintain relevancy and sustainability it must reflect consumers.

The walls have come down between consumers and future employees and companies. With 24/7 news feeds, constant review streams on products, companies, employers, and even CEOs (glassdoor.com), authentic diversity is critical. It’s no coincidence that the top 10 most authentic brands also have strong D&I strategies.

1. Amazon.com: https://www.amazon.jobs/en/landing_pages/diversity-and-inclusion
2. Apple: https://www.apple.com/diversity/
3. Microsoft: https://www.microsoft.com/en-us/diversity/default.aspx
4. Google: https://diversity.google/
5. Paypal: https://www.paypal.com/fk/webapps/mpp/jobs/culture
6. Adidas: https://careers.adidas-group.com/life-here/diversity?locale=en
7. Intel: https://www.intel.com/content/www/us/en/diversity/diversity-at-intel.html
8. Lego: https://www.lego.com/en-us/aboutus/responsibility/caring-ethical-and-transparent/respectful-workplaces
9. BMW: https://www.bmwusfactory.com/diversity/
10. HP: https://www8.hp.com/us/en/hp-information/about-hp/diversity/index.html

“Innovate or die” may be one of the most overused, hyperbolic, yet oftentimes true, statements in the past decade. I say we refresh the phrase with “Diversify or die.”