INCLUSION & DIVERSITY


Making the


personal possible: inclusion at the heart of HR


Management consultant Lauren Touré offered guests a three-step process to help create more inclusive workplaces in her address to guests at Relocate Global’s celebration of International Women’s Day at the Institute of Directors. Words: Ruth Holmes


A


imed at overcoming entrenched views about women, both those with children and those without,


Lauren Touré’s


address set out practical tools to help people take back control and level the playing field for everyone at work. Touré ended her address with a call to action, challenging us all – individuals, employers and customers – to make changes and become more inclusive.


STEP ONE: UNDERSTAND WHY INCLUSION IS VITAL


Working alongside Stephen Frost at the London 2012 Olympic and Paralympic Games – both global events that sought actively to include all of the UK and its communities and that gave the Paralympic Games its breakthrough equal-billing with the Olympic Games – Touré has been part of a team that made its diversity a strength (she is registered disabled) and delivered stand-out summer Games as a result. As she pointed out, the idea of strength


in diversity is not new. Reflecting a current and growing body of research that shows diverse teams are more successful in business, Touré highlighted how the first chapter of Charles Darwin’s The Origin of the Species discusses the role of diversity in growing resilience. Conversely, a lack of diversity can be a real threat. As recent history shows, having like-minded people making key decisions can be both catastrophic and limit opportunity. Companies looking to mitigate risk in these uncertain and volatile times would, therefore, do well to consider different perspectives in big decisions, as this can lead to higher chances of success.


32 | RELOCATE | SPRING 2019


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