The return of investment:

Diversity Matters

A diverse group of people in a modern office setting engaged in a meeting. Participants are sitting around a small table, with one person in a wheelchair and others on stools. They appear to be discussing work, with papers and coffee cups on the table.

The ROI of Diversity, Equity and Inclusion (DEI) is stronger than ever and it’s an essential component for any business to succeed in the modern world.

A key point of this ROI is to practice my approach called Ethical DEI, as for me diversity without inclusion is bad for people and businesses.

Ethical DEI is about creating a workplace that is diverse in terms of race, ethnicity, gender, sexual orientation, age, religion, and other factors, and that promotes equity and inclusion for all employees through sustainable and ethical approaches.

Together we can make your organisation thrive

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A workplace where diversity is celebrated

Diversity is complex, so we must align to your business strategy and adapt to your objectives, so DEI will make sense for your organisation.

When individuals are encouraged to be themselves, it can lead to greater diversity in the workplace, resulting in broadened perspectives within organisations and lead to more effective decision-making.

But all this needs to be adapted to where you want to go in terms of Inclusion, every company is at a different stage and has different resources to achieve this.

A place where inclusion is a key pillar

We are experts at infusing DEI in your business for a great ROI. When individuals are able to bring their (professionally) authentic selves within your organisation, they are more likely to feel valued and included.

This, in turn, can help to create a workplace with increased innovation, improved employee satisfaction and an improved brand image.

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And equity is for all

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And equity is for all —

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Are your employees leaving your organisation? people leave bad managers and they also leave toxic workplaces!

When HR leaders, managers, team leads and executives promote a culture of authenticity and encourage individuals to be themselves, it can help to combat bias and discrimination.

This is because biases often stem from stereotypes and assumptions about particular groups, and when individuals are able to break free from these stereotypes and be themselves, it can help to challenge these biases, reduce turnover and increase retention rates.

How DEI affects your organisation

DEI is not charity work.
DEI is not a trend or a “hot topic”.
DEI is not PR or marketing.
DEI is not reactionary or perfunctory.
DEI is not about showing sympathy and favoritism toward specific identity groups.

A diverse group of five people having a meeting in an office, with documents and a laptop on the table.

DEI is an intersectional approach to cultural and structural change. It is about acknowledging and dismantling inequitable systems and practices within your organisation so that everyone has the opportunities and resources necessary to thrive. Your organisation reflects this at every level!

The ROI of DEI is clear

Research indicates that organisations with diverse workforces enjoy 2-3 times higher cash flow per employee (Deloitte, 2021) with a statistically significant relationship reported between diversity and innovation outcomes (HBR, 2021).

Countries like Ireland are in urgent need of conscious and tailored DEI programs. SKILLNET (2020) highlights Ireland's workforce becoming increasingly diverse in recent decades with 17% of the overall workforce coming from outside Ireland, and some sectors as high as 29%. This high level of diversity poses unique challenges and opportunities to employers in their efforts to attract, retain and manage employees to meet business needs.
Furthermore, the EU is have prioritised the promotion of DEI across member states and have launched the European Capitals of Inclusion and Diversity Award in 2022 to complement the annual EU Diversity Month.