Diversity – not just a Business Case


This is an article I wrote recently about the “Business Case” for Diversity. It’s not a Business Case, diversity is a strategic imperative in any organisation.

DPRF™ - Diversity Performance Review Framework*

Organisations need new and innovative ways to progress and create shareholder value and as the available workforce changes organisations have to transform at an increased pace, meaning managers must develop new skills to perform in these complex environments.

Diversity is a business imperative; it is a fundamental and necessary part of contemporary business.  Evidence exists that points to gender diversity as beneficial to organisations, but in order for this to really be of consequence, diversity needs to be more than just a program, it has to become part of the fibre of the organisations workings.  By ‘maximising’ diversity instead of just ‘managing it’ organisations will become more adaptable and flexible, (Ospina 1996).  Organisations must develop skills to manage complexity, adaptability and volatility, creatively, resilience and innovation.  To do this, organisations have to equip their managers to manage diversity and to shift it from a nice to have to a must…

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