Your organisation’s Vision, Mission and Values is a key starting point, to how you chose to make DEI&B a part of it has to be top down. Next is to educate, engage and empower the senior leadership and people leaders to drive the Diversity agenda on a daily basis and as a way of working (WoW). While we all have different thoughts on this topic when we come together as a team in an organization we should syndicate to deliver the organization agenda. The data proves a diverse team brings different thinkings, new ideas and better results. What more do we need for an organization, we all need results and a conducive DEI&B approach. Brining uncommon traits towards a common goal. Remember, We are Better Together!

This was like a real life situation for us at Morganite when we decided to introduce female associates on shop floor. Being a ceramic industry, that too in crucible business where work is heavy and challenging, nobody believed it would be possible. The key to our success was building trust amongst the team. Taking small steps to begin with. Creating awareness and training people to accommodate the change. At times someone needs to challenge the status quo for something great to happen.

While a company's goals should ideally align with diversity efforts, I recognize that existing team dynamics can sometimes present challenges. Embracing diversity is crucial, as it promotes inclusivity and drives sustainable solutions. It’s essential to raise awareness about the importance of diversity through various channels, ensuring that everyone understands their role in achieving collective goals. When we work together and appreciate that every individual contributes to our success, we can fully realize the benefits of a diverse workforce.

Navigating the balance between company goals and diversity efforts is a challenge I’ve faced firsthand. At Vivnovation, where rapid scaling is essential, we prioritize hiring based on skills and drive. However, true innovation thrives when diverse voices are heard. When we set goals, it's easy to focus purely on performance metrics, but I've seen how inclusive teams foster creative problem-solving. For example, in a recent project involving patient journey optimization, integrating perspectives from different cultural backgrounds led to a more empathetic approach. The key is aligning diversity with long-term business growth, ensuring each voice adds unique value to the collective vision.

Companies strive 2 better workforce diversity, they may face unexpected challenges that can threaten their diversity-friendly environment. Diversity efforts often require navigation, as the benefits of a diverse workforce may not always align seamlessly with a company's business objectives. One major challenge in managing a diverse workforce is balancing the organization's goals with the needs & perspectives of employees 4rm different perspectives backgrounds. Leaders must addrs. issues that arise frm conflicting priorities, differing communication styles, & varying expectations among a diverse group of individuals. Diversity can add value, but it also demand a strategic & inclu. approach to leadership in order to unlock its full potential.