All too often, therefore, women and people from minority groups actually withdraw from communication and conform to what is dictated by other workers.
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Meetings are very important in whether all colleagues are interested in participating in them. Gorm Tomasens, head of the investment department of “AKO European Fund”, says: “Whenever I involve my colleagues in a meeting, I don’t want them to lose their time. I insist that the meetings are dynamic and that all participants have the opportunity to express themselves. It is a key part of inclusive politics – hearing everyone’s voice.”
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The example of top managers is also very important. Markus Sata, the manager of the trading company “Citi”, states that he had previously gone on a six-month childcare leave. His example was followed by many men and women who actually challenged the norms of the industry.
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“This came as a relief to many new mothers in our company who were afraid of how going on maternity leave would affect their careers. After I went on parental leave, I find that the team is much more open because they know that I will support my employees when something important happens in their life outside of work. This has made it possible to significantly increase loyalty to the company, as well as motivation to work,” says Sata.
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Currently, there is little research on whether various inclusion measures are sufficient to improve the performance of your company. It is clear that more and more financial companies are actively looking for opportunities to promote diversity within their company, which generates new ideas. These initiatives are currently not statistically evaluated – how much they can help businesses. That is why it is vital to evaluate all the possible benefits and risks of implementing diversity.
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“Data analysis is the key and final piece of the puzzle in implementing diversity. This can allow the specific company to fully ensure that every employee in the company is equally important,” concludes Lordana.
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