‘Inclusion, Inclusion, Inclusion!’ Part of the Relationship with Diversity and Business Series: The Inclusion Clause of Our Company Policy

By including an Inclusion Initiative phases or IIP model, we hope to have long term and sustainable inclusion in any organisation.

Phase 1: Research and Need Identification: This phase is when information is gathered through surveys and focus groups to better understand your staff.

Phase 2: Strategy creation: Strong data is needed to ensure a clear path to profitability and finally a realistic plan to implement this. The best scenario is a diverse team to oversee this process from start to finish.

 

What will you gain by following this policy?

By following this procedure, you’re more likely to have a more diverse range of customers. Business research shows that, if you only employ white men then you’re likely to only get white male customers however, diversity increases the customer base and ultimately leads to a more successful company.

 

Case Study

Who? Apple

What? Inclusion Policy

The problem: Stagnated customer base

The Solution: Initiate a top down approach diversity programme that includes vendors, employees and suppliers. To date, Apple is one of the most successful companies bringing in the largest profit per employee of any company in the world.

Therefore, following the success of apple, it’s clear to see that a company won’t change unless it’s people do. One technique in order to ensure this is to ‘audit oneself’ which requiredthe company to look at its own biases. While turning a critical eye on your prejudices and relationships can be uncomfortable, it will help you build relationships with others different to yourself- this is one of the key success factors with Apple. Therefore, building and adopting an inclusive style of leadership can build a real meritocracy because every leader can make the meritocracy they desire by critically examining the company’s culture.

The main point to remember is that the culture of any company is led by the leadership style. So, if a leader acknowledges the absence of a real meritocracy and challenges their own unconscious biases then the commitment to inclusion is likely to affect the rest of the company.  This brings me on to the next part of my blog coming soon!

Happy Beatuiful day everyone,

Kate,

Caretaker CEO Zest and Fresh

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