Diversity in business is not just pretty slogans. Such teams perform better

The term “diversity” has been very fashionable lately in the job market. What does this mean exactly?

Paweł Bojarski, Her Impact: “Diversity” first and foremost means different perspectives of looking at human beings as they are – in terms of the differences and similarities between us. These are most often differences related to common social categories, but more importantly, they are about the identity of each of us. The most important of these is primary identity, the so-called personality dimension, i.e. gender, ethnicity, race, age, generations, sexual orientation. These are the characteristics on the basis of which opinions, judgments and stereotypes are formed. Then there is the secondary identity, that is, the characteristics that are formed over the course of a person’s life – such as religion, parental status, marital status, culture, way of life, political opinions. And finally, the organizational identity, i.e. aspects related to the job, the nature of the profession and the culture of the work environment, such as way of thinking, work experience , place of work, scope of work, employment status, position, function or industry.

What is the practical impact on the Polish labor market?

A very valid question, because the academic and professional discussions are ongoing: is “diversity” a buzzword, a trend or already a norm in the labor market? At first, diversity was a more global trend, especially in western-owned organizations, but more and more often – fortunately – it is also becoming local. The aforementioned mod sets the direction or becomes a new standard of operation, and the same thing happened in this case. What are the practices? Importantly, employers are starting to notice that diverse teams perform better than others. – unconventional solutions and ideas appear that affect competitiveness. There are growing debates about the lack of sufficient representation of women in leadership positions. “Diversity” becomes an element of construction of the employer brand, that is to say of the employer brand. Remember that diversity is strongly based on values, and it is one of the key aspects in the job search by potential candidates.

What are some ways to naturally bring diversity into your business?

This should start with the fact that it is about working on many parallel levels of development of a given organization. If we recognize that “diversity” is an element of strategy, vision and organizational culture, we will show that it is our foundation and our objective, which we also pursue through operational activities. Therefore, the involvement of management structures at the highest level of management will be of paramount importance. The next important step is well-planned communication. Not just in the form of pretty slogans and presentations, but above all in action. Honest and honest dialogue with employees and potential candidates builds loyalty within the organization and definitely inspires trust outside the organization as well. A good operational solution would be to take into account the elements of diversity in the objectives and tasks of managers so that they influence the evaluation of their work and result for example in a bonus system.

Absolute transparency is the key to the process. At the beginning of the path, the most important thing is to gain confidence in the organization regarding its implementation. Often, diversity is linked to equality. It doesn’t mean there’s more – it means balance. Whether in terms of responsibilities or skills development. This is the most important thing. Remember, we won’t create diverse teams overnight. But if we set ourselves such a goal and reasonably plan specific actions over time, we will successfully realize our assumptions.

What are the real values ​​of such changes in corporate structures?

Diversity, i.e. utilizing the broad perspective and experience of all employees, it increases innovation and creativity. Consequently, the ability to adapt to changes and improvements increases, which directly affects the performance of the organization and the ability to work effectively in a team. Diverse teams are more involved, they adapt better to change and therefore achieve better results. The life of the organization is its employees.

The market is competitive and therefore seeks people with diverse skills and experience. Employees prefer socially responsible employers who offer them development opportunities as well as a work-life balance. In the end, the activity of companies is above all a relationship with customers, and these are more and more often diversified. It is the customers who influence the expansion of the commercial offer, with sustainable social development increasingly being a major issue in the market. In order to understand different customer groups and build lasting relationships with a wide range of stakeholder groups, it is important to reflect the diversity of society within the company.

The material was created in collaboration with Her Impact

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