D&I as a necessary response to anticipate changes
What acute need for action exists for Diversity & Inclusion? This component of the business case describes which external drives or internal improvement opportunities exist for your company. This will strengthen the willingness to change, which is essential for D&I.
If your company has been successful for years or decades – why would it need Diversity & Inclusion now? Sustainable answers cannot be found in the figures on demographic developments that are available everywhere. Although these are a relevant aspect, they cannot replace the specific considerations that indicate a concrete need for change for you:
- Changes in your working and sales markets as well as in your business environment
- imbalances in your workforce or your personnel and management processes
Diverse markets require diverse thinking
For most companies, our critical analyses show clear external developments pointing in the direction of D&I:
- increasing diversity and individuality in markets and among stakeholders,
- more candour, open-mindedness and the desire to value individuality
- a growing desire for involvement, partnership and direct communication.
Depending on how clearly your company is already aware of these trends, there is a certain need for action. Only if you take into account the diversity of all your stakeholders you can survive in competition.
When Purpose moves the world, companies must at least consider the personal drives of their stakeholders. Michael Stuber Michael Stuber
With our differentiated analyses, companies recognise which diverse potentials have remained unrecognised or untapped and which opportunities this can bring.
Internal improvement potential as an intrinsic driver for D&I
Political guidelines and media attention focus a lot on unequal distribution based on personal demographics. However, a deeper look usually reveals different opportunities or necessities that can help your company to increase employee engagement, improve collaboration and bring out the full talent of all.
The use of flexible working methods, feedback from customers and employees or inconsistencies in the results of HR processes or management instruments: Our critical analyses from a D&I perspective provide relevant insights into the opportunities or necessities of concrete changes and improvements.
Transparency, credibility and sustainability are at stake
No doubt: Companies can be successful without comprehensive diversity management. However, they afford high opportunity costs resulting from the non-utilization of existing potentials. On the other hand, the credibility of a global corporation or a consumer-oriented brand suffers if they do not actively consider the ubiquitous diversity of their stakeholders. Your company’s resilience in a global, networked and dynamic future also depends on how effectively you use diversity, cultivate openness and practice inclusion. ENGINEERING D&I.
Additional insights regarding the main features of the change in values (German)
THROW-BACK EUROPEAN DIVERSITY FORUM 2012: KEY NOTE MICHAEL STUBER, EXCERPT REGARDING THE NECESSITY OF USING D&I AS A RESPONSE TO CHANGE
MICHAEL STUBER ON PURPOSE AND D&I