Success Amidst Adversity

While I struggled to find opportunities when I was younger, I worked hard to gain every advantage I could. When I grew up, things changed. I got married, migrated to Australia, and started a family. However, I continued to work hard and completed a master’s degree at the University of Melbourne at the same time to further my career and constantly learn. After completing my MBA in Sydney, and running a few businesses, I embraced travelling, and eventually migrated to Canada.

Because of years in different countries like Pakistan, Australia, and North America, my experience has given me a unique insight into the importance of a global mindset. As such, I value constant improvement and proving my worth by putting in the effort and contributing to all the companies I’ve been fortunate enough to work for. My foundations have been built on hard work and proving myself and have led to me becoming a global citizen who is passionate about education, inclusion, and diversity.

Equity And Inclusion: Why They Matter

Diversity and inclusion aren’t just about moral and social values. They’re much more and are integral to any business, big or small. Exceptional talent comes from everywhere, and diversity brings about both economic and business advantages. Several bodies of research have made this exceptionally clear. Research from McKinsey found that diverse companies tend to be more profitable. In fact, companies that embrace gender diversity were found to be more likely to achieve above-average profitability.

Furthermore, this doesn’t stop at diversity itself – the level of diversity plays a huge role in a company’s success. According to insights from McKinsey, not only were companies with more female executives more likely to outperform companies without female executives, but the percentage of executives made a significant difference. Those with more than 30% of female executives outperformed those with female executives that ranged from 10 to 30%.

It’s also critical to note that the advantages of diversity don’t stop at profitability – diversity also drives innovation. According to Harvard Business Review, research based on 40 case studies, a survey of 1800 professionals, and various interviews and focus groups revealed the importance of inherent and acquired diversity and highlighted a correlation between diversity and innovation. Companies with both types of diversity reported not only growth in market share but also capturing new markets.

Understanding the target audience flourishes in diverse teams and allows businesses to capitalize on market opportunities and expand. This is of the utmost importance when appealing to a global audience. Hewlett et al. (2013)’s research showed that when a team consisted of at least one person with traits similar to the end-user, the entire team understood the user better. When a team member shared a client’s ethnicity, the team was 152% likelier to understand and serve the client’s needs, highlighting the importance of inherent diversity.

Research has shown the importance of not only inherent diversity but also acquired diversity. According to Deloitte, diversity of thought can be a game-changer for businesses. In addition to eliminating expert overconfidence and groupthink, diversity helps companies develop more creative processes and make better and more efficient decisions. Furthermore, employees can combine diversity of thought with technological innovations to solve challenging problems that may not have been previously considered. According to Harvard Business Review, more cognitively diverse teams solve problems faster, boosting both innovation and efficiency.

Diversity fosters innovation. Deloitte estimates that diversity in thinking and perspectives not only increases risk spotting and subsequent risk reduction by up to 30%, but also boosts innovation by approximately 20%.

Of course, while physical diversity is also an essential part of the conversation, diverse thinking can ensure better problem solving, learning abilities, and cooperation. It’s not enough to simply hire minorities – to truly innovate, excel, and expand businesses, it’s essential to back diversity up with experiences that have shaped you and given you a unique perspective.

My Pakistani upbringing does just this. I’m not just physically diverse. Instead, coming from the background I’ve come from and achieving my goals despite the obstacles in my way has given me a perspective that no one else has. When it comes to thinking outside the box and embracing ingenuity, it’s the diversity of thought that gets you there.

Since a company is reliant on employees and talent to grow and prosper, hiring is an essential part of a company’s success. With today’s jobseekers thinking of diversity and inclusion as essential when applying for and accepting jobs, DE&I is no longer an option – it’s critical if a company wants to attract and hire exceptional employees. According to Glassdoor’s 2020 Diversity and Inclusion Workplace Survey, 76% of job seekers state that diversity is an essential factor in them applying for positions and evaluating offers from companies. In fact, 37% of job seekers go as far as to say they would not apply to companies that lack diversity in their workforce. Thus, if companies want to continue to hire experienced and desirable candidates, they must value diversity and take action to highlight this. If not, they risk alienating a sizable pool of talent.

Inclusion And What It Entails

While having a diverse workforce is essential, it’s not the same as the organizational culture being inclusive. Many think of diversity and inclusivity as synonymous, but this could not be further from the truth. Someone once said that diversity is a given, but inclusion is a choice. I agree with this wholeheartedly.

While diversity is more about representation, inclusion is about the environment. This involves all employees feeling a sense of belonging and being comfortable sharing their points of view and insights. In order to make an organization inclusive, all must be afforded the same opportunities. From processes and behavior to practices and symbols, every aspect of an organization must back up claims of inclusiveness. This includes language, stories, and rewards. Another valuable addition is the inclusion of leadership development programs that instill inclusive leadership skills in managers and supervisors.

Equity Within The Workplace

Equity means that everyone has equal access. Unlike diversity and inclusion, equity is about fairness and having the same opportunities despite the position one holds. All three are important to foster an open and accepting work culture and need to be taken care of simultaneously. Simply addressing one concern does not work. While they’re all individually important, they’re all necessary as a whole to truly improve workplace culture and ensure a company’s success.

Bringing Change To The Corporate World Or Organizational Culture

In order for a company to truly flourish, it must use DE&I strategies to create a diverse and inclusive organizational culture. I have worked at several global organizations for almost two decades and have seen many attempts to improve DE&I. The strategies that I have seen work first-hand and make a marked difference in the company culture are the following.

Respectful Workplaces And A Culture Of Acceptance

A major factor in improving workplace culture is fostering a respectful workplace and an environment where individuals and teams can thrive. However, many organizations have toxic cultures that can cost them valuable, diverse talent. According to Harvard Business Review, toxic cultures cost organizations in the U.S. almost $50 billion every year.

Research examining toxicity in the workplace and the reasons behind diverse talent leaving their positions shows that many women of color seek better opportunities because their talents and skills are not valued.

The first step in establishing a respectful organizational culture is carefully examining the current culture. An honest evaluation and taking employees’ opinions into account is critical, as are creating effective options for providing feedback and submitting complaints.

Zero Tolerance Policy Regarding Harassment, Abuse, Etc.

Toxic workplace environments result in burnout and marginalization. In many cases, toxic behavior doesn’t just go unpunished but is rewarded. According to HBR, women of color aren’t just 19% less likely to feel their work is valued – they’re also 18% less likely than their white counterparts to feel supported by their managers. Additionally, 60% of women of color don’t think the organizations they work at can adequately handle racist incidents. This results in losing diverse talent and high turnover rates.

Focusing on the short-term gain by rewarding those who engage in toxic behavior has a negative impact in the long run. Thus, companies must have a zero-tolerance policy when it comes to harassment, abuse, sexism, racism, and other toxic values. While training and coaching are appropriate when individuals are not aware of the impact of their actions, repeat offenders must be dealt with, and incidents must be taken seriously. If not, an organization will lose diverse talent and the advantages that this talent can bring.

Flexible Work Arrangements

Remote work became the new normal during the COVID-19 pandemic. Yet, although we have moved past lockdowns, remote work has not lost its appeal. An increasing number of organizations are embracing hybrid models of work. Research has shown that this isn’t just a preference for employers – it’s also something that’s preferred by employees, especially people of colour. According to Harvard Business Review, 81% of Black knowledge workers in the U.S. prefer a hybrid model of work.

One of the ways to support employees of color is to make hybrid or remote work a choice and offer them flexibility. This is also helpful for those who cannot commute and single parents. That being said, it’s not enough to simply offer remote work as an option – companies must actively ensure equality by not prioritizing those who come into the office. It’s critical to ensure that remote workers do not miss out on networking opportunities, performance evaluations, promotions, and more.

Remote work is advantageous for both employers and employees. While it improves employees’ work experience, it allows employers to choose from a more diverse group of candidates and gives them access to a wider pool of talent. According to the Future Forum, less time in the office has resulted in gains such as Black employees having better relationships with coworkers (increase of 17%) and feeling a greater sense of belonging (increase of 24%).

Thus, offering flexible work options, eliminating proximity bias, and creating equitable work environments can go a long way in furthering DE&I. If not, companies risk losing diverse talent. According to Harvard Business Review, 60% of Black employees are not satisfied with the flexibility they have currently and may look for new jobs. In order to attract and retain talent, employers must embrace this new normal.

Leadership Alignment Across All Levels

DE&I initiatives don’t just apply to low-level employees. They must have senior-level backing. This includes diverse hiring across many levels of an organization. Instead of simply having female employees, it’s important to have female presence at every level, including the executive level. It’s only by aligning diversity amongst different levels that an organization can start to embody the diversity and inclusivity it preaches. This is especially important since women and people of color often put in more effort, and their work is not officially recognized or rewarded.

Accepting Responsibility For Hurt

No matter how careful and inclusive an organization tries to be, there is a possibility of DE&I-related harm. However, while this may be inevitable, it’s not something that should be ignored. Organizations must learn to accept responsibility for their role in the harm caused instead of expecting non-apologies to work. According to Harvard Business Review, a sound apology isn’t just one where the tone and delivery are paid attention to. Leaders and company executives must understand what they are apologizing for and must take responsibility for the harm they have caused.

This includes thanking those who bring issues to notice, creating a psychologically safe work environment, establishing a protocol where employees feel comfortable sharing feedback, and sincerely apologize for the harm caused. Furthermore, whistleblowers must be protected from retaliation, and the incident must be addressed in detail. Instead of simply apologizing for and acknowledging their mistakes, organizations must take steps to remedy the problem by dealing with it at the source.

Supporting Employee Well-Being

While a number of companies may support their employees’ well-being through health programs and have several DE&I initiatives, many do not realize that the two are interlinked. HBR claims that organizations must address “the intersectionality of DEI and well-being.”

According to the 2021 Employee Health Benefits Survey by the Kaiser Family Foundation, 83% of large companies offer health and wellness programs for employees. Yet, it’s not health alone that makes a difference and allows employees to perform their best. Companies must address well-being as a whole, including physical, emotional, mental, social, and financial health.

One of the ways to support employees’ well-being is by having inclusive narratives and openly discussing issues. According to HBR, Black Americans suffer 1.7 additional poor mental health days due to police killings. Minorities such as AIAN people are more likely to suffer from chronic health conditions, and those in the LBGTQ community are more likely to suffer from mental health issues.

Programs that address health and well-being in the context of DE&I and addressing and discussing these topics openly can go a long way in ensuring the well-being and productivity of your employees. It’s also imperative to provide managers with inclusive training so they have the necessary skills to help those under them. Since 45% of inclusion experiences depend on a manager’s inclusive behaviors, this is an especially important facet to consider.

Other practices to keep in mind include using inclusive language throughout job descriptions and company memos, create and promote employee resource groups (ERGs), showcase employee stories, and invest in programs and that think of well-being holistically.

Allyship

While 70-80% of employees either identify as allies or want to be allies, they do not always follow this up with action. Instead of simply empathizing with those facing discrimination or negative experiences at work, the employee culture must consist of taking action and saying something to a higher-up. Whether it’s racism, sexism, or other negative actions, supporting colleagues and speaking up can make an immense difference in company culture.

Psychological Safety

According to McKinsey, diversity has several advantages, including employees being 152% more likely to discover new ways of working and organizations being 47% more likely to retain employees. Yet, Harvard Business Review points out that companies cannot benefit from diversity without ensuring psychological safety. Diverse teams may underperform because of communication challenges and members being unable to voice their opinions for fear of rejection or embarrassment.

For organizations to benefit from the various advantages diversity has to offer, they must embrace psychological safety and create an environment where everyone can be heard without fearing negative consequences. In fact, a study on 62 development teams across six companies showed that high psychological safety was positively associated with performance and satisfaction with team members.

To build psychologically safe environments that diverse teams can flourish in, organizations should focus on framing diversity positively. This includes framing meetings as opportunities to share diverse opinions and information instead of looking at them as opportunities for evaluation and judgement. It is also helpful to look at diversity and differences as valuable and advantageous, and bridging differences between team members by sharing information regarding goals, concerns, and more.

Conclusion

There are more opportunities for women in the corporate world than before, and many barriers have been broken down. Yet, many still remain, especially when it comes to the perception of professional women. However, this isn’t something we have to accept. It’s something we have the ability to change.

According to McKinsey’s 2021 Women in the Workplace report, corporate female representation improved throughout the previous year and despite the significant challenges brought forward by the COVID-19 pandemic. Yet, this representation was still lacking. In addition to women facing burnout, their work is often unrecognized, and there are large gaps in representation in different areas of the pipeline.

As a global leader in Diversity and Inclusion (D&I), I am an expert on the subject. My knowledge, compounded with my vast experience, has helped me see a better and brighter future for not only women, but all sorts of diverse groups. My roles throughout the years have included being a leadership expert, certified business coach, and a change maker. However, the role I’m most proud of is that of being a mentor. By mentoring girls and other women, I’m able to provide others with a strong, female role model and mentor that I never had when I was young or starting out. I am passionate about elevating women and other marginalized groups to leadership positions and instilling leadership attributes in them. By educating, supporting, and mentoring women and other diverse groups, we have the ability to change the business world for the better.

Having worked to ensure this change in various companies, including Vale and Rogers Communications, and for the City of Toronto, I have valuable and proven experience in DE&I, strategizing, and implementing policies that help organizations grow and flourish. By improving diversity, equality, and inclusiveness within a company, I can help maximize performance and ensure that an organization can benefit from all the advantages that DE&I can provide.

This process may be complicated, but with the right help, it can be a major catalyst in transforming your organization. My services include assessing the baseline, looking at the current gaps in DE&I within your organization, and developing a comprehensive roadmap to fill these gaps and improve overall performance. In addition to establishing SMART goals, I aid in facilitating the implementation of these goals, and adequate measurement and tracking techniques to keep abreast of progress and impact. With my help, you can adopt inclusivity and diversity, and benefit from the various advantages that come along with a diverse and inclusive environment!