Editorial
diversity
Diversity – not an option,
a necessity
orporates have been sitting up and globally integrated enterprise, differentiation is So how are corporates taking on the diversity
C
taking notice of diversity as a achieved with the emergence of integrated, multi- challenge? From simple steps such as changing
major business issue for some disciplinary skill sets, in critical thinking, problem phrases in job adverts to appointing a ‘diversity
time. And in recent years this solving, business strategy and more. Business champion’, as some have reported, there are
strong pull towards diversity and schools provide a diverse range of people and skills numerous examples. KPMG, the world’s largest
equal opportunities has manifested itself in the top and IBM would like to tap into that.” And ‘tapping professional service firm, has joined the gay
levels of the world’s biggest companies as MBAs into that’ the IBM way means membership of the pressure group Stonewall and its diversity
with strong ethical beliefs find their way into Trestle Group Foundation - a program that supports campaign. Citigroup, the American financial
influential leadership roles. With surveys including female entrepreneurs in developing countries. services provider, has set up CitiDifference
the QS TopMBA Applicant Survey showing that Diversity doesn’t only contribute to growth which includes CitiWomen for female workers,
MBA graduates are far more inclined to work for and an increased understanding of customer CitiRoots for ethnic groups and CitiPride which
businesses with strong diversity policies than those needs, it also develops a profit ethic by allowing centres upon issues relating to sexual orientation.
without, it is an unwise business leader who either businesses to: The company “offers an inclusive and supportive
dismisses it or merely pays lip service to it. And, as environment for all employees, and the
the TopMBA Career Guide shows here, there is a
•
Move into new areas of interest and source a opportunity to make a full and meaningful
strong business case for understanding, embracing wider range of customers contribution to corporate objectives - regardless
and expounding diversity.
•
Improve staff retention, leading to lower of gender, sexual orientation, ethnic or racial
The term ‘diversity in business’ is often recruitment and training costs background, religion, parental status, age,
misinterpreted as simply in relation to race or
•
Increase employee efficiency due to cross- disability, or any other diverse background.”
ethnicity. In reality it is much more than this. It is functional teams capable of diverse roles thanks
about maintaining a varied workforce in other to their different backgrounds Requirements
contexts including gender, age, personal and
•
Allow businesses to build a strong reputation Different industries also have different diversity
professional background. In business it is as a diverse organization requirements. A report by Intellect (2006), the
becoming clearer as we progress into the 21st
•
Build a competitive edge to recruitment as they trade association for UKIT, said women are still
century that a company promoting a diverse can select from a bigger pool of candidates drastically underrepresented in these industries.
workforce is better equipped to understand the
•
Win larger public and private sector contractors The report continues that the number of women
demographics of the market place it serves and which are increasingly being awarded on non- employed in the sector continues to decline.
which will contribute to its advancement. functional criteria’s as diversity Compared to EU, Canada, Australia and the USA,
In many societies, especially in the developed the UK is seventh in terms of representation.
economies of the west, employers are bound by
regulations that promote equality between
genders, ethnic groups and sexual orientations. In
the US proposed laws under the Employment
Non-Discrimination Act (2007) makes it illegal to
discriminate against persons on the basis of sexual
orientation, for example.
In the UK the new Equalities Bill (2008)
encourages companies to take positive action in
recruiting women, ethnic minorities and older
candidates. The new bill forces firms to publish
their gender pay gaps; pensioners will not be
denied healthcare (regardless of age); employers
will have the right to target ethnic groups in
particular positions, for instance in the police or
local authorities that need to increase their intake
of minority candidates.
Differentiation
The business case for diversity is a sound one. Sej
Butler, European Recruitment Manager at IBM,
an IT hardware manufacturer, says, "In today’s
8 TopMBA CAreer Guide www.topmba.com
MBA_FALL_08_pp_002-065.indd 8 11/8/08 18:02:19
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