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How To Fix Your Broken Diversity Programs? Diversity, inclusion, and deliberate practice No one should be arguing against increasing diversity and inclusion in the workplace. Strategically, ethically, and financially it makes sense that organizations can benefit from being diverse. The return on investment (ROI) for a diverse workplace has been widely accepted by most CEOs and leaders and backed by studies with impressive statistics such as: • a 1% increase in racial diversity leads to a 3% increase in profit • organizations with the highest levels of racial diversity brought in nearly 15 times more sales revenue on average than those with the lowest levels of racial diversity • every 1% increase in gender diversity can increase revenue by 9% • diverse teams outperform industry standards by 35% Despite the power of these statistics and potential bottom-line impact, the lack of success of the majority of Diversity and Inclusion Programs (D&I) has been a stellar disappointment. The needle is just not moving. Why? It’s not from the lack of trying. By Randy Sabourin Training and Development Excellence Essentials presented by HR.com | 04.2017 Submit your Articles 27


T&D_APRIL2017
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