Last month I planned a symposium entitled “Equity in the Job Search” that integrated career advice with discussion of the biases facing women during the job search. Part of the philosophy behind this symposium is that since everyone exhibits gender bias, we can’t address the problem in lasting ways without including people of all genders in crafting solutions. However, as I have realized through planning similar events in the past, getting men to attend a “gender” workshop is challenging. Sadly, this difficulty is only more prevalent for other underrepresented groups.
As part of my push to get more male grad students to attend this symposium, I wrote a motivation page about the many benefits of diversity. This blog post expands on those thoughts, illustrating how a more inclusive culture has far-reaching benefits for everyone in an organization. I hope that this post will be useful to anyone trying to convince those around them that diversity issues are relevant beyond the members of underrepresented groups.
The benefits of increasing diversity can be seen by comparing the financial performance of diverse companies to that of their less diverse counterparts. Scientific American clearly lays out several studies that have illustrated this effect:
- After Orlando Richard, a professor of management at the University of Texas at Dallas, and his colleagues surveyed executives at 177 national banks in the U.S., they found that for innovation-focused banks, increases in racial diversity were clearly correlated with enhanced financial performance.
- After examining the influence of gender diversity on the performance of the top firms in Standard & Poor’s Composite 1500 list, business professors Cristian Deszö of the University of Maryland and David Ross of Columbia University showed that firm value increases by $42 million with women in top management positions.
- Similar effects can be found by examining companies across the world: a team of researchers at the Credit Suisse Research Institute found that among 2,360 companies, those with at least one woman on their boards delivered higher average returns on equity and better average growth.
Diversity helps increase creativity and improves company performance because numerous studies have shown that heterogeneous groups prepare better and more thoroughly consider all evidence. Furthermore, social diversity makes it more likely for diverse perspectives to be voiced and considered. This is critical for innovation, which requires looking at problems in new ways.
Inclusion is necessary to realize the benefits of diversity—such as mutual respect, improved conflict resolution, and increased creativity—and to avoid tension between diverse social groups. It is crucial to ensure that these benefits are sustained in the long term. Quotas and other initiatives to increase minority hires can increase the number of women and other minorities in the workforce, but inclusive workplace cultures are necessary to ensure that those hired stay and advance.
However, if those in the dominant group aren’t included in conversations about diversity, then they often lose sight of its benefits or view inclusion as a zero-sum game that puts them at a disadvantage.
I believe that by including members of a majority group in conversations of diversity we can help reduce the impression of diversity initiatives being “us vs them.” This is not to say that we should let those in dominant groups control the conversation about diversity, but that more lasting change can be accomplished by including all players.
I hope that moving forward, we can change the conversation about diversity by showing that everyone benefits from more inclusivity.