Diversity Management Improves Business Health!

Updated: Sep 14





Diversity Management can seriously improve your business health!


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Diversity and inclusion is key to business health

What is diversity management?


Diversity management is a series of interlinked processes that address issues, and support multiple characteristics, within the workplace.


It includes management activities to embed diversity and inclusion into the framework of operational and strategic policies and practice of an organisation.


At the same time, it acts as a dynamic platform for embedding fairness and inclusion across business.

Diversity management is key to business growth. It develops cultural intelligence among leaders, helping to foster the development of diversity and inclusion into local, national and international business frameworks.


Rather than being a mere value, that is placed within an in a organisational statement, supported by compliance based diversity policies, diversity management is a whole business, strategic and operational process.



Building inclusive capabilities.


Diversity management centres around building business and people capability. It is a key strategic growth enabler and develops accountability for building a better, more productive and engaged business.


Diversity and inclusion supports a business, helping it to remain relevant, in a rapidly changing, globalised economy.

Deploying a comprehensive system of diversity management within a business, will ensure that employees, work teams, and other stakeholders are included and supported.


Corporate Governance is the most important aspect of developing and delivering a highly effective diversity management strategy. It cements the commitment, and business ownership of the process of diversity and inclusion, and confirms the importance of associated actions and initiatives.


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A robust diversity strategy helps to embed D&I across the business


A robust diversity strategy helps to embed D&I across the business.


Establishing a diversity management process is a strategic activity. Any business that seeks to truly embed diversity and inclusion across its process and functions, and intends to support its employees and other stakeholders, must implement a process to manage and evaluate D&I.

By embedding a robust strategy, the organisation will be better able to remove structural barriers, allowing equality of access to employment.


It will help to support the effective promotion of vacancies, both to current employees and a wide range of potential candidates.

Diversity management strategies allow for a fair and equitable development process for all employees within the business.


By helping to foster a diverse and inclusive workforce, diversity management allows for the encouragement for all staff to reach their full developmental potential.


It promotes inclusion and employee wellness, within an engaging and supportive workplace environment.



Diversity management strategy is the blueprint for inclusion.


By initiating a robust, well designed strategy for diversity and inclusion, an organisation can position itself to secure the business benefits of diversity.


A well thought out strategy, will include processes and policies to support the recruitment, and retention, of a wide spectrum of people within the business.

A well designed strategy will also include activities, training and other initiatives, to educate employees and other stakeholders about the benefits of D&I, and how diversity and inclusion aligns with good organisational and business best practice.

The process of creating workplace inclusion requires an investment in the human capital of its employees, particularly at leadership and management levels.


It requires the expedience of leadership to display a genuine commitment to the diversity management process.


It assumes the readiness to communicate the importance of diversity and inclusion within corporate messaging, to ensure that a top down approach is utilised to secure engagement.




Developing Human Capital with diversity.



Human capital is retained by the employee. It is a source of motivation and once harnessed by the employer, will add value to the business outcomes, by enhancing the fulfilment of key organisational objectives.


Cultivating the human capital within the business, will better enable an organisation to develop innovative working practice, thus increasing productivity and advancing your business.

An investment in developmental activities, ( for example across middle management, HR functions, leadership and board executives ) will ultimately develop understanding of how diversity can advance business outcomes.


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Investment in human capital in key to diversity management

Investment in human capital is key to developing an effective diversity management strategy.


Human resources teams, managers, leadership and Board level executives, all benefit from enhanced understanding of how diversity impacts a business and relates to outputs.