DIVERSITY & INCLUSION
It ' s time to create teams that don ’ t only look diverse by sight , but to also ask ourselves whether , for example , neurodivergent people can also be successful in our organisations . We ' re still doing things like using PowerPoint templates that colour-blind people can ' t read , and creating office environments that are overwhelming to those with autism . We ' re missing the point of inclusivity . I don ' t believe the onus should be on the individual to adapt , We should be creating environments that are inclusive .
VB : The former CEO of Pepsi , Indra Nooyi , said “ diversity is a program , and that inclusion is a state of mind ,” and I think that says a lot . We need inclusive cultures and that often means a swing in an organisation ’ s mind-set . An inclusive culture is a driving factor in higher performing organisations .
There is a welcome trend whereby organisations are focusing on creating a workplace culture in which equal opportunity prevails , but we need to be careful not just to listen to those with the loudest voices , but be proactive in exploring skills across the industry when the opportunity arises .
MD : Our understanding of what diversity and inclusion means in our personal and professional lives continues to evolve , so we need to evolve with it . Meaningful change has already been made , but barriers still exist . Driving diversity and inclusion in the workplace is not a one-off exercise where you ’ re done after you ’ ve landed certain results . This kind of change is a living thing , a box-ticking exercise , so we need to continue having conversations , and acting on those conversations .
AQ : As a senior leader in my organisation , I look at what I can do to create a positive environment for my employees , by making sure there is diversity and inclusiveness in my team setups . On purpose , I hire people from different nationalities , industry background , characters , age group , gender and functional competencies .
I publically appreciate different views , and try to create a safe environment for everybody to voice their concerns and to challenge the status quo . We celebrate success and enjoy learning from failures .
WHAT CAN EMPLOYERS AND EMPLOYEES DO TO DRIVE POSITIVE CHANGE ?
SH : There ’ s a huge role for procurement in helping the business become more diverse and inclusive . Through its supply chain , a business should have access to a broad variety of external organisations from which it can also learn . An organisation ’ s supply chain should reflect its values , and employees can drive positive change through an understanding of allyship and the nature of privilege , and also by speaking up when change is required .
VB : We need to go beyond making diversity and inclusion merely a business case . It is a different journey for every organisation , based on their situation and industry . Business needs to form a conducive culture for individuals to be able to bring their best selves forward every day , and to create a sense of belonging within the system . This culture should form an ecosystem in which employees respect , acknowledge and accept different perspectives . Inclusion is an ongoing change . It helps to build more empathetic , engaging , thriving and diverse teams , and these are the skills of a high-performing procurement industry .
146 March 2022