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Theme of the week commencing 26th June / 3rd July – Asia, Africa & the Middle East.
Message from the Blog’s Intern
Theme of the week commencing 26th June / 3rd July – Asia, Africa & the Middle East.
A.S.Rind – a world renowned artist based in Pakistan. Artworks are inspired by the poetry of masters – Ghalib, Faiz Ahmed Faiz & Alama Iqbal. Rind portrays delicate female forms in colourful traditional dresses, jewellery & classic ethnic symbols accompanied with their poetry.
Regarding inclusion & diversity, justifications of the value of hiring a diverse workforce have become a norm. “Innovation requires breakthrough ideas that only come from a diverse workforce.” Research proves that how an organisation talks about diversity can have a major impact. Diversity of thought is equally important as diversity on the basis of physical attributes like gender or race.
Today, companies either build a business case for diversity (a justification on the grounds of profitability) or a fairness case for diversity (a justification on the moral grounds of equal opportunities).
80% of companies use a business case to justify the importance of diversity. In contrast, less than 5% use the fairness case. The remainder either don’t list diversity as a value or don’t provide any justification on why it matters (HBR).
A business case approach assumes that the under-represented candidates offer different skills, perspectives & styles as unique contributions to drive the success of diverse companies. Frames diversity as more of a business asset. A fairness case on diversity as an end in itself is very valuable. Empathetically encourages a sense of belonging. Maybe, there isn’t a need to justify our commitment to diversity, at all?
We don’t need an explanation for the presence of well-represented groups in the workplace beyond their experience, abilities & expertise. Then, do we really need a justification for the presence of under-represented groups? It may seem counter-intuitive, but making stereo-typed cases for diversity inherently implies that valuing diversity is up for discussion. Diversity & inclusion need to be naturally embedded in a company’s culture. We don’t justify why we value resilience, passion or integrity. So, why treat diversity & inclusion any differently?
I Am Diversity,
I’m not limited to age, gender or race
I’m invisible at times, yet all around the place.
Let me take my seat at the table
Even though I may be differently able
My experience, my passion, my ability
Can add value for your company.
Learn about me, improve my under-representation
And I can provide a competitive edge to an entire nation.
I exclude no one, I am strengthened by all
My name is Diversity and I stand tall.
Recognise and keep me in the mix
Together, there’s no problem that we can’t fix.
I am your best hope towards creative innovation
And to many, I reflect truth and inspiration.
Our lives and companies will continue to change
Thus, the need for diversity and inclusion will always remain.
I’m the thought lurking behind the unfamiliar face
I’m the ingenuity that helps your team win the race.
I’m the solution that came from the odd question that was asked.
I stand out in the crowd when I, Diversity, am allowed to be unmasked.
Coupled with inclusion our lights burn longer
Together, we are smarter, better and stronger
I am Diversity
Yes, that’s me…
—Charles Bennafield