Competencies for the Future: Valuing Diversity
The business case for diversity
The business case for the importance of increasing diversity in organisations is compelling. McKinsey’s 2020 Diversity Wins report provides evidence that diverse companies are more likely to outperform less diverse ones on profitability, with differences of 25% being found between the most and least gender-diverse organisations, increasing to 36% for ethnic diversity.
Similar results are shown in Boston Consulting Group’s research concerning innovation revenue, with more diverse companies reporting average innovation revenue 73% higher than less diverse companies.
Similar results are shown in Boston Consulting Group’s research concerning innovation revenue, with more diverse companies reporting average innovation revenue 73% higher than less diverse companies.
Diversity without inclusion is not enoughTo maximise the benefits of diversity it is evident that achieving a statistically diverse workforce is not enough. McKinsey’s research shows that it is those organisations that are taking bold action on inclusion, in addition to a focus on increasing diversity.
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Competency frameworks as a key lever to enhance inclusive behaviours
Creating an inclusive culture is an organisation-wide enterprise. While leaders set the tone for the organisation, the day-to-day experiences and interactions between individuals at all levels of the organisation will determine their overall sense of inclusion and belonging. Setting expectations around inclusion is therefore critical.
Competency frameworks provide a mechanism to articulate, embed and monitor behavioural expectations, therefore offering a key route to creating an inclusive organisation. |
Inclusive behaviours
In our own research, we have identified a set of behaviours that we believe are critical to inclusion. They are reflected in the Valuing Diversity competency within the Propel Competency Framework, a competency that we define as:
Supporting a culture of inclusion by showing respect and being an advocate for diverse perspectives. Personally modelling inclusive behaviour and encouraging others to do the same.
The core behaviours under this competency are:
Supporting a culture of inclusion by showing respect and being an advocate for diverse perspectives. Personally modelling inclusive behaviour and encouraging others to do the same.
The core behaviours under this competency are:
- Showing appreciation of the organisational value of diversity: Understanding (and encouraging others to understand) the value and contribution that those with diverse perspectives can bring to the organisation in all roles and at all levels
- Seeking input from others: Being curious, actively involving those with different backgrounds, talents and views to gain different perspectives
- Showing respect: Being respectful and seeking to understand the experiences and viewpoints of with different backgrounds and styles
- Being open to learning from others: Being willing to adjust opinions and views based on new information and perspectives
- Being sensitive and considerate to all groups in communication and decision making: Recognising, and taking account of, how different groups may react to or be impacted by different messages or decisions
Taking Action
With the compelling evidence of the value of diversity and the importance of inclusion, incorporating diversity and inclusion related behaviours in your organisation’s competency framework provide a key means to start shifting your culture.
Need support in refining your competency framework, or want more information about the Propel Competency Framework? Contact us.
Need support in refining your competency framework, or want more information about the Propel Competency Framework? Contact us.