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Diversity and Inclusion


The Effect on Business

Nathan S Scarritt IV

Baker University




Abstract

Diversity is much more than differences in race. With diversity awareness and

population diversity growing, it is important for companies to make proactive efforts to

encourage and celebrate diversity within the workplace.

Public image is the most visible and measurable effect of a companys diversity and

inclusion practices. People think of companies the same way as they do people they know: if

people like what a company or person stands for, they will support them. If people do not

approve of what a person or company stands for, or how they carry themselves, then people

will not support said person or company. It is shown that people react positively with

companies that support diversity classifications that represent them.

It is increasingly important to the workforce to have quality diversity and inclusion

practices. These practices not only intrinsically motivate employees to perform better, but it

helps retain and attract quality talent required to grow the business. These gains are shown to

positively affect the bottom line in almost every situation.

It is also important for the longevity of the company to gain diversity amongst their

managerial teams. Having diverse management teams makes them able to quickly adapt

strategies to changes and expected changes within the business environment. It also helps the

management team to more effectively manage the ever increasing diversity within the

subordinate ranks, as well as increasing clout amongst them.




When one hears the term Diversity, typically race or heredity comes to mind.

However, diversity is much more than that. In the sociological sense, diversity can be defined

as differences in race, religion, culture, heritage, gender, age, sexual orientation and identity,

mental and physical abilities, as well as other characteristics. These are protected classes from

discrimination; however, learning to push beyond avoiding discrimination and working towards

an inclusion program has huge benefits. When companies put forth effort to create and utilize

a visible diversity and inclusion program, their business will see benefits in many areas ranging

from better public relations, higher employee intrinsic motivation, and higher management

quality.

One of the biggest things that can affect a company is their public image. One event in

the media could help to promote the company, as well as severely damage its image. People

perceive and treat companies like they do people, thus people dont trust or deal with

companies who have a negative image in your mind (Gallagher, Maguire, Mastrofski, and Reisig,

2001). One way to generally improve a companys image is to have a visible diversity and

inclusion program.

One of the strongest classes support-wise that encompasses the term diversity are

those in the Lesbian, Gay, Bisexual, and Transgender (LGBT heretofore) culture. These

individuals stand as an exaggerated example of how a diversity and inclusion program can grow

a company. It is shown that LGBT individuals prefer to buy products from those companies who

openly support the LGBT community, and that sales have increased by as much as 15% in




observed markets (du Pleissis, Chapman, 1997). It is not unreasonable to extrapolate this data

to include many of the other subcultures that would support companies which support causes

these individuals identify with, even at the basic level of race appreciation and celebration. It is

not too much of a stretch to imagine this to be the case, and is a key to growing a company

using public image in support of diversity and inclusion (Gallagher et all, 2001).

As with public image, a diversity and inclusion program helps the company to

increase the efficiency of its employee base. In almost all situations, this increases a companys

bottom line as employees become more intrinsically motivated. Programs such as these work

to attract and develop employees from a wide range of backgrounds. The melting pot created

by this employee base seeks out those with the greatest abilities and dedication to the job. As

the diversity of Americas population trends towards exponential growth, it is becoming more

and more important to try to attract individuals from diverse backgrounds to keep a

competitive edge (Lien, 2004).

As with customers of a company, employees who feel like their company respects them

and their heritage will have more intrinsic motivation to perform for the company. This

motivation is the strongest, as it comes from within the employees. High intrinsic motivation is

shown to correlate with dedication to the company and its values, and large increases in job

performance. Getting more out of your employees by empowering them and developing them

and motivating them provides unparalleled gains to efficiencies amongst the workforce. Also

through these programs companies can increase their quality applicant base(Lien, 2004).

Progressive high-worth employees are typically drawn to companies with strong diversity and

inclusion programs (Braun, 2005).




Much like the effect on employee performance, gains in management strength are

shown from strong diversity and inclusion programs in companies. Using the melting pot

analogy from earlier, one can see how having a management team that reflects the same

melting pot it manages is highly efficient and provides for the highest net-gain for the company.

Another analogy that can be used is relating the management team to the immune

system of the body. The immune system must adapt to changes within its environment in order

to survive, and will learn from situations it has experienced in the past. Companies must adapt

to changes within the market in order to survive; the faster they can adapt, the more successful

they will be. In order to quickly adapt, the management teams must have good ideas on how

to react and preemptively act. With a diverse team, each member can reach to their unique

backgrounds to draw a conclusion that is more encompassing than one that would be reached

by people with similar backgrounds (Lien, 2004). Teams with this sort of historical experience

typically need less training and gain more support from their subordinates.

In conclusion, it is beneficial for companies in almost every arena to incorporate a

diversity and inclusion program, and make it visible so that it is known (without flaunting). The

company can increase its sales and applicant base by having a strong public image, as people

tend to support companies who rally behind these subcultures and diverse characteristics.

Companies can also increase their bottom line by using diversity and inclusion to fuel intrinsic

motivation within them employee base. On top of a high-performing employee base, having a

more organic and diverse management team can skyrocket a company towards success.




Works Cited

du Pleissis, Michael; Chapman, Kathleen (February 1997). "Queercore: The distinct identities of

subculture".C

ollege Literature. ISSN 0093-3139.

Gallagher, C., Maguire, E. R., Mastrofski, S. D., & Reising, M. D. (2001). The Public Image of

the Police. The Administration of Justice, 1, 1-20.

Lien, M. (2004). Opportunities in the Workforce. Occupational Outlook Quarterly, 3, 1-37.

Workplace Diversity: Does it Work? (2004). Retrieved December 15, 2010 from Braun

Consulting News: http://www.braunconsulting.com/bcg/newsletters/winter2004/

winter20042.html.

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