D&I | Cricket World Cup win used to celebrate diversity

Cricket World Cup win used to celebrate diversity

England’s historic Cricket World Cup Final victory against New Zealand has, amongst the wild celebrations, been used to show the benefits of diversity.

Captained by an Irishman Eoin Morgan, and with star performances by a New Zealander Ben Stokes and Barbadian-Englishman Jofra Archer, many sought to highlight how diverse England’s winning team is.

Actor Adil Ray OBE, famous for co-writing and starring in BBC’s Citizen Khan, wrote: “Thanks to Britain’s diversity, England won the @cricketworldcup for the very first time thanks to a Brit-Irishman, Kiwi, South African, West Indian and a Pakistani. This is England and it feels bloody fantastic.”

In the post-match press conference, Eoin Morgan hailed the diversity of the team. “It epitomises our team. It’s one with quite diverse backgrounds, cultures and people growing up in different countries,” he said.

Morgan added that, after a chat with Pakistani-heritage bowler Adil Rashid, he found out Allah was backing the team too. “I spoke to Adil and he said, ‘Allah was definitely with us’.”

Why the focus on diversity?

With England’s captain keen to focus on the team’s diversity he is reinforcing an ethos espoused by many corporate organizations.

Many businesses are keen to promote their own diverse-minded philosophies. With good reason: many studies show the benefits diverse businesses are likely to get.

In 2017, consultants McKinsey & Co found that organisations with a mix of ethnic backgrounds are likely to outperform competitors by 35%.

Furthermore, businesses with a balance of men and women are 15% more likely to outperform their competitors.

Not only is there a tangible benefit to the bottom line, there is evidence to suggest that it helps when attracting talent.

A study from PwC found that 86% of Millennial-age women consider a prospective employers’ policies on diversity, equality and inclusion when choosing a new employer.

It is also believed it will help reflect client needs. Speaking to the Telegraph, Laura Hinton, Head of People at PwC UK, said: “If we want to deliver value for our clients, we need diverse talent, views and thinking that reflects the society in which we work.”

How to implement diversity at work?

Firms that already have strong diversity initiatives in place will likely be buoyed by England’s World Cup win – reinforcing their own diverse-minded tacks.

One might be Vodafone. The telecommunications firm has an ambitious programme aimed at recruiting unemployed into its workplace with a long-term view of levelling the playing field for women in leadership.

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However, it isn’t as straight forward as implementing it. One must, as ex-Global Organisation & People Development Director Sharon Doherty told HR Grapevine, properly weave it into the culture, have clear goals and have Executive support.

She said: “To hit the numbers, we have had a tight grip on the hiring, retention and turnover processes.

“Successive CEOs have given a clear tone from the top that diversity and inclusion is who we are as a company. We then light fires and make real action happen.”



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