EconomyWhy are inclusion and diversity a business issue?

Why are inclusion and diversity a business issue?

(Expansion) – Today, inclusion and diversity are no longer and should not be a matter of goodwill, but an important part of our business strategy.

From a business perspective, having a more diverse universe of talent allows us to expand our horizons to face immediate and future challenges, as well as having a broader vision that strengthens our organizational culture that, in the end, will translate into an increase in productivity. and a bet for the continuity of our business.

And it’s not just me, there are several studies and success stories in various companies around the world that prove that ethnic and gender diversity in executive teams is strongly correlated with profitability and value creation.

I recall a Mckinsey study of more than 300 companies that found that organizations with a top quartile of gender, racial, and ethnic diversity were 15% to 30% more likely to financially outperform competitors in their respective industries.

Why? A key factor, in addition to innovation and creativity, is better decision making. Diverse teams do not tend to be group-minded and therefore can see the facts from multiple points of view and make better decisions.

What do we understand by diversity and labor inclusion?

Although before the company was conceived as a machinery whose gears had to be well oiled, today the vision must aim to see the business as a living organism, made up of people who give life to the organization.

Therefore, the diversity of talent enriches the organization by adding all the characteristics that make each individual unique – personality, lifestyle, work experience, ethnicity, age, culture, disability, gender, sexual orientation, etc. In addition, it is important to emphasize that there can be no diversity without inclusion, that is, without respecting, valuing and considering the different perspectives, styles and needs of people.

This not only contributes to a better work environment, but also helps to attract, develop and retain a workforce that reflects the plurality of the communities in which they operate. This is crucial, because having diversity within teams will allow employees to be better involved, understand and serve customers, generate creative ideas, as well as strengthen the employer’s brand, but also the organization’s work culture.

New challenges for Human Resources

The diversity of our workforce is a source of innovation, creativity and opens the doors to new perspectives thanks to the peculiarities of the collaborators (background, culture, experiences) and their professional skills, but it also poses new challenges for the Resource areas Humans.

Today the trend of the labor market aims to improve the customer experience and for human resources the customer is the worker. Therefore, they have in their hands to develop and implement strategies to weigh the skills that make our collaborators unique in addition to promoting their capacity and attitude to face adverse situations and solve problems.

It is clear that in terms of talent, gender, race or disability does not affect, however, in Mexico, as in many Latin American countries, there is still a long way to go to position inclusion and diversity issues as a trend due to social factors and cultural that still prevail in some organizations, and despite several attempts to establish quotas, for the inclusion of women or people with disabilities in companies, for example.

However, promoting diversity in organizations goes beyond complying with laws established in legislation. Encouraging and promoting inclusion in each segment of society is a social duty and a recipe for the success of an organization by responding more effectively to a global market with solutions that satisfy broader audiences.

Editor’s Note: Nima Pourshasb is CEO and Co-Founder of. He has extensive entrepreneurial experience creating and growing technology companies in different countries. He created his first company for Latin American consumers, FormaFina, with offices in six countries in the region. In Mexico, he collaborated with Banco Sabadell as head of Personal Banking. He was born in Iran, grew up in Spain and did his graduate studies in both London and the US. Follow him on and / or. The opinions published in this column belong exclusively to the author.

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