Diversification of knowledge, perspective and experience is crucial in creating new and improved solutions. Companies tend to view Diversity and Inclusion (D&I) as a competitive advantage when it comes to innovating and approaching and entering new markets; as a cornerstone of social responsibility and legal compliance; and as an absolute necessity for business productivity, growth strategy, brand reputation, and recruitment. Yet the key to success in achieving these results is not diversity, but rather successful management of diversity.
A diversity management strategy is a systematic approach and action plan that helps you lead diversity towards these goals and measures the long-term impact of D&I practices. Thus strategic diversity management is fundamentally important to every company that cares about its people, the environment, value creation, growth, and socio-economic sustainability.
We offer assistance in building a diversity management strategy for your organisation. When working with D&I, we use international diversity management standards and internationally certified competence.
PwC’s approach:
- Strengthening management accountability – implementation of D&I practices begins with management insight, competence and initiative.
- Promoting wellbeing – diversity management based on diversity competence promotes an inclusive, equitable and motivating workplace and a sense of belonging.
- Creating value for business – strategic diversity management creates value for your people and for your organisation and improves its competitiveness with measurable results.
- Bringing social sustainability to life – ethical, non-discriminatory, human-centred investment is not a requirement of the future, but rather a necessity of the present. Understanding how D&I connects with CSR and ESG is at the core of social sustainability for today’s organisations.
We offer a four-step assistance in creating and implementing a diversity management strategy in your organisation:
Step 1. Establishing D&I awareness and diversity competence.
Step 2. Mapping the D&I situation and diversity maturity as a starting point for strategy planning.
Step 3. A strategic approach to linking D&I with organisational growth, value creation, KPIs and action plan.
Step 4. Progress assessment, monitoring and reporting, including ESG/CSR.
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