Connect with us

Global Banking and Finance Review is an online platform offering news, analysis, and opinion on the latest trends, developments, and innovations in the banking and finance industry worldwide. The platform covers a diverse range of topics, including banking, insurance, investment, wealth management, fintech, and regulatory issues. The website publishes news, press releases, opinion and advertorials on various financial organizations, products and services which are commissioned from various Companies, Organizations, PR agencies, Bloggers etc. These commissioned articles are commercial in nature. This is not to be considered as financial advice and should be considered only for information purposes. It does not reflect the views or opinion of our website and is not to be considered an endorsement or a recommendation. We cannot guarantee the accuracy or applicability of any information provided with respect to your individual or personal circumstances. Please seek Professional advice from a qualified professional before making any financial decisions. We link to various third-party websites, affiliate sales networks, and to our advertising partners websites. When you view or click on certain links available on our articles, our partners may compensate us for displaying the content to you or make a purchase or fill a form. This will not incur any additional charges to you. To make things simpler for you to identity or distinguish advertised or sponsored articles or links, you may consider all articles or links hosted on our site as a commercial article placement. We will not be responsible for any loss you may suffer as a result of any omission or inaccuracy on the website. .

Business

Fostering Diverse Thought Through Representation and Safe Spaces

group of business people using modern gadgets at workplace SBI 305401262 3 - Global Banking | Finance

Lindsay Jones - Global Banking | FinanceBy Lindsay Jones, Chief People Officer at Delta Capita

In Diversity Awareness month, I have paid attention to the momentum building around “Diverse Thinking.” In particular, I’ve focused on how it gets conflated with the topic of Diversity, Equity, and Inclusion (DEI) and becomes a convenient alternative.

Supporters of this approach may argue that a diverse set of personality types and leadership styles can be more important than demographic diversity that might focus on gender, ethnicity, disability, and sexual orientation. However, it makes me nervous to see the rise of these arguments in isolation, as they essentially encourage us to do less for demographic diversity when we must be doing more.

Diversity of thought is a measure of success and a positive outcome of DEI initiatives but threatens to become a cop-out for organisations who wish to take less responsibility for poor representation in their firms.

We must avoid thinking of these initiatives in isolation. Organisations can only really achieve diversity of thought by including employees from all demographics with varied life experiences.

To nurture diverse thought leadership and to incorporate a genuinely successful DEI program, organisations must reinvent their environment.

What is the Ideal Workplace for DEI?

Imagine what it would be like if you worked at a company where everyone you interacted with was interested in what you had to say?

Not only that, but you were always given your turn to speak, and when you spoke, no one interrupted you?

Imagine if everyone felt this way and everyone’s opinion and the experience were equally important.

Imagine that you felt at ease to share your thoughts because you knew they mattered and that there was no rush to finish, that you were appreciated and encouraged to contribute.

Most of all, imagine you worked with people of different backgrounds, experiences, cultures, and points of view, and, thus, you could share your thoughts without any fear of discrimination. How might that change how you interacted at work?

What we are envisioning is an environment Nancy Kline describes as a system for psychological safety. It is why Simon Sinek says good leaders make you feel safe and what Brene Brown describes as a pillar of good leadership.

In an inequitable system, enabling a company culture where employees feel safe and bring their best to the workplace is excellent for improving DEI.

Reinventing an Environment where Diverse Thinking Can Flourish

Developing a diverse workplace must start with hiring and continue through employee feedback loops and retention strategies. If an employee or potential employee cannot see someone who looks like them in a business, they automatically feel less connected to their co-workers and organisation.

Essentially this leads to a feeling of discontent with the workplace. When we lose the sense of belonging, we no longer see each other as friends and colleagues. This can be polarising and can reduce productivity and clear communication.

We cannot achieve diversity of thought without real demographic diversity, and neither can flourish without the right environment. If we want to see the world change, it cannot be designed by the same group of people, who can create their own interpretation of what they believe the world needs.

At Delta Capita, we have developed a global inclusion network of colleagues of different nationalities, backgrounds, and experiences to ensure we continue to progress against our inclusion and diversity goals.

Global Banking & Finance Review

 

Why waste money on news and opinions when you can access them for free?

Take advantage of our newsletter subscription and stay informed on the go!


By submitting this form, you are consenting to receive marketing emails from: Global Banking & Finance Review │ Banking │ Finance │ Technology. You can revoke your consent to receive emails at any time by using the SafeUnsubscribe® link, found at the bottom of every email. Emails are serviced by Constant Contact

Recent Post