INSIGHTS
DIVERSITY AND INCLUSION
A LOT TO GAIN
Diversity and inclusion are priority areas for many companies. Building teams from diverse backgrounds not only improves the employee experience, but studies show it also improves productivity and decision-making. There is thus much to be gained by succeeding in this.
IS DIVERSITY PROFITABLE FOR COMPANIES?
Companies that engage in diversity recruitment increase their revenue, according to a 2020 McKinsey report.
The results show, among other things, that the organizations that had management teams with an even balance between the sexes had a 25 percent greater probability of having an above-average profitability than the companies that had an uneven gender balance.
The report also shows that companies with more than 30 percent female executives were more likely to outperform companies where this percentage varied from 10 to 30 percent. In turn, these companies were more likely to outperform those with even fewer female executives or none at all.
IMPORTANT FOR YOUNG PEOPLE WHEN CHOOSING A WORKPLACE
8 3 percent of job seekers in Generation Z see the company's work for diversity and inclusion as an important factor when choosing an employer. (Generation Z is those born between 1996 and 2012.)
DIVERSITY AND INCLUSION MAKES AN IMPACT
We see positive effects on innovation , decision-making , business performance and teamwork . Areas that organizations need to prioritize in order to continue growing. In a workplace where everyone, regardless of background, gender, religion, ethnicity or sexual orientation, has a place, the likelihood that employees are happy increases. Engaged and well-being employees stay longer
your organization and also produce better.
INCLUSION - HOW TO DO IT?
Diversity and Inclusion – two words that seem to go together like a straw and a straw. But is that really what reality looks like? Well, many times you seem satisfied with having created a reasonably diverse workplace, but miss the inclusive part. It is not enough to have a quantitatively equal or egalitarian organization, if we do not also take into account the employees' different perspectives and skills. To be able to do that, we need to work with inclusion.
For example, it is not enough to hire only one woman for a team of men. The diversity issue is not resolved and the probability that the single woman will get tired and quit is high. Preferably recruit two or three women at the same time, and the chance increases that both the women themselves and the team as a whole will benefit from the mix.
RECRUITMENT OF THE FUTURE
For over a decade, we've helped companies recruit for the future by focusing on talent's potential, rather than just historical merit. Read more about our insights on how you can create equal and inclusive teams that promote both innovation and sustainable growth.
OUR OFFER
As your People Partner, we do our best to familiarize ourselves with your needs and challenges in order to be able to contribute in various ways to you reaching your goals and your vision. We have proven concepts to help you attract and retain talented engineers, and can also tailor new ones.