UK 
United States
Acknowledging the importance of cultural diversity but also a diversity of thought among teams has played a pivotal role in unlocking business success. The stats back this up.
According to research from Boston Consulting Group (BCG), organisations boasting greater diversity among management teams enjoy 19% higher revenue than firms who don’t. Additionally, a whitepaper authored by Cloverpop found that when diverse teams collectively made business decisions, they outperformed individual decision-makers up to 87% of the time. Therefore, the stats demonstrate not only the importance of having a diverse workforce, but the benefit too.
One firm prioritising D&I and striving to create an inclusive environment for employees to thrive in is Procter & Gamble (P&G). With well-known consumer brands such as Pampers, Herbal Essences, Febreze and Gillette among its portfolio and serving consumers around the globe, P&G’s HR Director Northern Europe, Chris Young, says that diversity is crucial for understanding and satisfying consumer demands. “P&G is a multi-national company with operations across 70 different countries so for us, we really have no choice but to be a diverse employer,” Young explained.
D&I | How can HR drive D&I at work?
Yet, Young also believes that employers can have all the diversity in the world “but unless they have inclusion and a culture of inclusivity then the diversity [aspect] is wasted.” He added: “For us, inclusion is a game changer.” For that reason, Young explained that inclusion underpins all of the firm’s HR activity starting with recruitment. He uses the example of recruitment fairs at university campuses to illustrate the point.
