Alastair Wallace explains why diverse teams outperform homogenous ones: Deloitte and McKinsey research shows an 83% innovation boost. He uses a party metaphor to separate diversity (inviting different people) from inclusion (letting them dance and meet others), then introduces the Google Gender Decoder tool to spot biased language in job ads.
Recruitment, the bane of a successful leader's life, particularly if you work in a high-turn industry like tech, retail, or hospitality, like lots of my clients. Why are we attracting the same types of people? How can we encourage more gender diversity? Is a key question. Diversity and inclusion can be a complex area for leaders. Research from Deloitte shows organisations with diverse and inclusive cultures increased their ability to innovate by 83%. McKinsey have echoed this by showing a dramatic increase in financial performance in their studies. Two quick hacks to help you with D and I. The first is a metaphor to help you talk about the difference between the two terms. Diversity and inclusion are not the same thing. Diversity is a bit like different people being invited to a party. Inclusion would be encouraging them to dance, sharing some food together, and introducing them to other guests. Easy. Makes sense, right? Hack number 2 is a nifty little tool to see if you have a male or female bias in your job advert wording. Google Gender Decoder and paste in your recruitment advert text to see if your language is more biased towards male candidates or female candidates. Absolutely fascinating, isn't it? Happy to serve, as always. Don't forget, like, share, follow for more.
