Rethinking Workplace Diversity
How can you ensure you’re effectively driving a more diverse workforce?
In this whitepaper you will get the case for workplace diversity, why it is a good thing, the challenges and how to successfully cultivate a diverse workplace.
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With more and more organisations embarking on diversity programmes, it’s important to understand what that truly means and the benefits that a diverse workforce can have on a company’s performance.
"Diversity is difference. Both visible and invisible; subjective and selective; socially constructed yet based on real experience; it has the power to lead to both feelings of inclusion and of intimidation."
This whitepaper aims to make the case for alternative forms of diversity, such as personality, and the impact they can have.
"Workplace diversity brings different perspectives on how to approach tasks. Diverse senior management teams are more likely to focus on innovation and have been found to be more likely to introduce product innovations than homogenous ones."
Key statistics - The numbers that our research has identified that show the case for and the challenges to workplace diversity.
The case for workplace diversity: - The moral, financial and performance-based arguments for workplace diversity.
Challenges to workplace diversity - Examining the business, structural and other obstacles that may hinder the path to a productive, diverse workforce.
How to successfully cultivate a diverse workplace - From job postings to diversity programmes being in place, there are many ways which even the most set-in-its-way companies can start to implement a programme for change.
Client case study - Our case study from Harvey Nash demonstrates how diversity can be implemented into the workplace, by promoting diversity through recruitment, and recruiting the best people for any given role by removing the chance of unconscious bias.
Stephen Cuppello is a Senior Psychologist at Thomas International and supports diversity and inclusion efforts at Thomas. He has a Masters degree in Applied Psychology of Intellectual Disability and a keen interest in advocating for disadvantaged groups.
Charlotte Purdie’s role with Thomas focused on employee relations, employment law, performance management and recruitment and bringing fairness and equality into the business. She graduated with a first-class honours degree in Law, with a particular passion for employment law.