INCLUSION & DIVERSITY
AVOIDING TOKENISM Boards need to make diversity count, so that recruiting women and ethnic minorities is not an exercise in tokenism, says Dr Anino Emuwa, founder and managing director of Avandis Consulting, an international management consultancy firm in France that provides financial advisory services to entrepreneurs and business leaders. “Where diversity is about the numbers, inclusion is about
behaviours, which means showing people that their contributions are welcome and valued. This is when the magic begins to happen for the organisation,” she says. Many executive teams across industries are still unaware of the
problems within their organisation, says Ms Beard. While most people do not directly attempt to discriminate against applications from diverse people or actively try to hinder the progression of diverse employees, this isn’t the same as being proactively supportive and inclusive of diverse employees. Although there are many factors in the lack of women in
executive roles, the solutions are the same. Ms Beard adds, “Listen to diverse employees, review hiring and promotion processes to remove obstacles, and ensure your employer brand is inclusive and accessible to all.”
SHOW YOUR COMPANY’S PURPOSE In a competitive skills market, diversity, purpose and vision are attractive attributes of a company. Millennials – who are notoriously difficult to recruit and retain – can inject a huge amount of energy into a business, but they also have different priorities from older workers. They are less motivated by pay and status, placing a greater emphasis on a firm’s purpose, social and environmental responsibilities and credentials, as well as openness. By making your company more diverse and offering opportunities for all, you make your brand much more attractive to younger workers. “As the candidate market gets more competitive, people must
understand the sway they have over companies,” says Patrick McCrae CEO of art rental consultancy ARTIQ. “I interview so many people a year and I am consistently asked about my company’s purpose and commitment to society; the best talent can now vote with their feet.” Angela Love, director of Active Workplace Solutions, specialises
in workplace change: from design and build to furnishings and relocation. Her client base includes Hearst, Channel 4 and The National Lottery Community Fund. She believes diversity should be seen as a pooling of different types of talent. “In today’s modern working environment it’s important to develop flexible attitudes, policies and everyday practices,” she adds. “Businesses of all sizes should think of diversity as being similar
to people playing in an orchestra; everyone has different skills, abilities and musical backgrounds, so bring these together under your leadership and watch them create wonderful things together. This way, you will enjoy the benefits of high-performing individuals playing in a team environment. They will flourish and everyone will benefit from a diverse pool talent.”
For more information and advice, download our Global Mobility Toolkit Factsheets on Diversity & Inclusion at
www.relocatemagazine.com/gmt-global- mobility-toolkit-fact-sheet-resource-hub
Suki Sandhu OBE, founder and CEO of Audeliss and INvolve
Angela Love, director of Active
Workplace Solutions
Patrick McCrae, CEO of art rental consultancy ARTIQ
Jenna Beard, sales manager of VHR
Dr Anino Emuwa, founder and MD of Avandis Consulting
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Meet our contributors...
Rebecca Hollants Van Loocke, COOEMEA at Frasers Hospitality
Kate Lanz,
neuropsychologist and CEO of Mindbridge
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