Written by Catherine Librandi

Talent diversity and inclusive/humanistic practices as strategic advantages in a globalised and changing world.

Before developing the concepts of “diversity” and “inclusion”, let’s start by understanding their meaning to better grasp the differences between the two.

1.The term “diversity” comes from the Latin “diversus”, which means diverse, different, varied. Diversity can therefore be applied to the variety of individual characteristics of human beings, such as country of origin, religion, physical or mental disability, age, gender, educational level, sexual orientation or physical characteristics, etc.

On an economic level, companies that have learned to deal with an increasingly globalised, complex, volatile, uncertain and ambiguous (VUCA) environment will be the best equipped for tomorrow’s world. To achieve this, they will not only have to anticipate changes and respond to them with agility, but they will also have to be able to constantly reinvent themselves, as well as to make the link between the old and the new in order to innovate. So, the more diverse and varied the teams are, the more companies will be able to innovate and make more subtle, sustainable and coherent choices since they will be based on different perspectives and sensitivities.

Therefore, paying attention to diversity when hiring becomes an important challenge for HR. Thus the question here is: how to ensure and encourage diversity as well as equal opportunities in the hiring process?

First of all, we need to be aware of our cognitive biases (prejudices), which are useful in many areas but can also seriously impact our ability to judge and our objectivity/impartiality. In order to guarantee a fair and equitable hiring process, it is important to base recruitment on the person’s real and not on their assumed skills, as well as not to be conditioned by gender, country of origin, religion, physical or mental disability, sexual orientation or physical characteristics. Read more about ways to reduce the impact of such biases.

2. The term “inclusion” comes from the Latin “includere”, which means to put in an enclosed place, to confine. Inclusion is therefore the action of including something in a whole as well as the result of that action. Inclusion must therefore be understood as a unifying act, bringing together all the differences within a group (such as a team or an organisation), it is the opposite of exclusion and rejection.

Inclusion refers then to the management of diversity. For companies, it is not only important to have differences within teams, departments, different levels of leadership, but it is equally important to know how to manage them with respect and fairness. When it comes to the topic of inclusion, Maslow’s pyramid can be a very effective tool.

  • Psychological needs
  • Need for security
  • The need to belong
  • Esteem and recognition
  • Self-realisation

When you hire for diversity and manage processes to make people feel part of (included in) your company’s purpose, the result is a positive and successful workforce and great business results.

When hiring, AIMS Consultants will be able to guide you in international and local diversity contexts and legislation and effectively communicate your companies’ value proposition to showcase Employer Branding and target the ideal profiles. Once hired, our Coaches and Trainers are able to assist your talent with leadership development programmes and engagement strategies.

NOTE: This is an adaptation from an article published previously by AIMS Switzerland. Click here for the full version or if you prefer to read it in French or German.

Read About the Author here.

Final Edit by Leonie Pentz and the International Marketing team