The advantages of Building A Diverse Workforce (And How Rock Content Is Doing It)

Discussions around the topic of Diversity, Equity and Inclusion (DEI) have never been so firmly placed on companies’ daily activities. This could be for all kinds of factors: demands from employees, pressure from investors, Marketing techniques, or even the simple fact that businesses agree that it’s the best thing to do — as we think at Rock and roll Content.

Regardless of the factors that move the actions, shortly, we’ll see with more and much more research that this is not a passing wave. People are more concerned about Diversity, Equity and Inclusion (DEI), so when we talk about people, we’re talking about consumers, of course , but also about employees.

It’s no more an option for companies to start working on issues of variety and inclusion, just as it’s not an option for companies to get ethical behavior and adhere to compliance standards.

On the other hand, it’s not uncommon to see managers at all levels often lost, asking which actions to prioritize: “How can I become a good inclusive leader? How do I deal with a diverse team? ” 

Some may even (still) wonder if caring about it will have a significant, positive effect on the team.

Well, the answer is usually: yes. We’ll go much deeper into numbers, stories plus data that show that will having more diversity within companies is not only beneficial to the outcomes, but dare I state crucial. I’ll share  exactly what I’ve learned as the head of DEI at Rock Content with our efforts to build a more diverse and inclusive environment for our employees, the 400 Rockers distributed throughout 20 countries globally.

Within the companies

Concepts of Variety, Equity and Inclusion happen to be built in the corporate environment and in universities over the last 30 years.  

The intensification of globalization processes meant that multinationals had to interact with the variety not only of consumers, but also with the diversity of their workforce in other countries. Then the first challenge arises: How can I generate products and offer services to people so different from me?

Managers started looking at their particular employees and realized that people looked too much like each other, and something needed to be done. Allied to this, there is no way to detach through the struggle of social actions around the world. Society has begun to get a better understanding of the effects of elegance in the corporate environment too.  

The achievements associated with rights of groups within historically underrepresented places of power, and the understanding that without having affirmative action only a few changes would be possible, turns a vital in the business models and administration of companies.

The real value of Diversity

In case you are still not really convinced that companies are straight affected by social issues and that, in turn, need to be allies within the fight against inequalities, I provide other data that people exactly who work with diversity already noticed, but which is now tested in numbers:

  • 83% of millennials are more engaged when they think their business fosters an inclusive tradition. ( Deloitte )
  • Businesses in the top quartile associated with gender diversity are 15% more likely to have financial earnings above their national industry median. Companies in the top quartile of racial/ethnic diversity are 35% more likely to have financial returns above their own national industry median. ( McKinsey )
  • Companies confirming the highest levels of racial diversity brought in nearly 15 situations more sales revenue normally than those with the lowest degrees of racial diversity. ( Science Daily ).
  • More diverse businesses are 70% more likely to capture a brand new market. They’re also 45% more likely to report increased business year-over-year. ( Harvard Business Review ).

As you just noticed above, working on the topic of variety and inclusion is not only the best thing to do (social responsibility), but additionally the smartest thing to do (everyone wins).

It’s not one thing or another, one campaign or support. Your brand needs to have an over-all genuine concern about diversity, equity and inclusion. It offers to come from the inside out. It has to become felt from your newest inwendig to your most important customer.

Exactly how Rock Content has converted discourse into practical activities

It’s true that these principles have always been part of Rock Content ’s values since 2013, when we were founded. However , it was only in 2019 that people officially structured our Social Impact and Diversity, Collateral and Inclusion areas. From this article you can see, it’ s also relatively new to us.  

Yet we’ ve come a long way since then, so we can share several victories, actions, and lessons learned.

In the past three years, we have been promoting events, lectures plus workshops on these subjects. We’ve carried out volunteer routines on education and employability, connecting Rockers with their purpose of positively impacting the world.

And exactly how do we manage these actions? In addition to the Social Impact and DEI team, we now have the support of the Rocker Network Groups. They are groupings focused on five pillars: gender equity ( Women Rock and Parents at Rock ); racial equity ( AfroRock ); accessibility ( Inclusion Rock ), focused on people with disabilities; identity ( Roqueer ), with a focus on the LGBTQIAP+ community; plus giveback ( Rock. org ), focusing on volunteer issues.

Through these types of groups created organically simply by employees, we were able to provide management, representation and more individuals to inclusion practices. In a decentralized way, but connected to the whole, we propose that the teams themselves review their processes.

Another example of this is what the particular Talent Acquisition (TA) team has been doing. The team offers reviewed all of its appeal and recruitment processes to bring diverse talent to the business.  

The first step was training the team to sponsor and have a diverse pipeline. Along with that, we lately held training with the TA team on people with disabilities, with best practices in terms of hiring and attraction.

We furthermore did a methodological review on the accessibility of our specialized tests and whether they are flexible and accessible in order to neurodiverse people, for example.

Finally, we structured affirmative job positions. Today we have a procedure for opening job jobs, which starts with developing a job posting (using inclusive communication), goes through the sensitization of leaders, and then to the complete experience of the candidates.

It is important to remember that this advantages all people, not just those we perceive as underrepresented organizations. We are talking about a more humanized hiring process.

Another issue that Rock Content provides is moving the constructions. We can mention the recent update of our parental keep policy, considering all family formats, allowing anyone, irrespective of their affective-sexual orientation or gender identity, to request the longest period of leave (120 days), regardless of location/country in which this person is located.

We are getting to the end from the article, but not to close up this topic just yet. I feel there is a need to share a few final words with you: I understand that the challenge can be scary. But the fear of failure (or not getting the results you might expect) has to be less than the fear of not offering a proper and welcoming environment to all people involved in your brand name — employees, customers, stakeholders, and partners.  

As Larry Hirst said in the book Inclusive Management : “We have come a long way, but we haven’ capital t come far enough as well as the pace of change must be faster. We need to continually learn and assess what works and what doesn’t work, we need to participate and collaborate with our colleagues at all levels of our organization, and we need to convert our good words into demonstrable and impactful actions. ”

Let us be the change.

This short article is also in the new issue of Rock Content Publication, released this August. In this issue we bring incredible content about diversity, inclusion and accessibility, an extremely essential topic for brands plus society today. You are able to download the magazine right here, it’s completely free! Great reading!

The particular post The advantages of Building A Diverse Workforce (And How Rock Content Is Doing It) made an appearance first on Rock Content .

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