Benefits
Staff benefit because:
All staff feel accepted and valued. Staff feel a greater sense of equality of opportunity and see that there is a clear link between greater involvement, commitment and career development. Staff believe that career development is based on fair and objective bases. Staff will be enabled to embrace a company culture which they have helped to shape and which is appropriate to them. Staff, because they feel more valued are likely to experience an enhancement of their own self esteem and confidence. Morale should improve as should productivity.
How the employer might benefit:
There is likely to be an improvement in how staff deal with external parties which will promote better customer care. There could be a reduction in absences and time off for sickness. There is likely to be greater loyalty to the organisation and people will be less likely to leave thereby reducing recruitment, training and development costs associated to new comers joining organisations. The organisation, as an ‘Investors in Diversity’, is likely to be more risk resilient in any industrial relations issue which lead to an employment tribunal.
The job package becomes enhanced and the employee is likely to achieve greater job satisfaction and a greater sense of belonging. Morale is likely to improve and so is productivity as a result. An ‘Investors in Diversity’ organisation is likely to start to see greater openness and a positive change in attitudes towards work. More open dialogue and discussion begins.
An ‘Investors in Diversity’ organisation is likely to see a step change in commitment to the organisation and the evolving company culture because it is far more appropriate to its employees. An ‘Investors in Diversity’ organisation starts to become aware of new ideas, new opportunities and has a greater understanding of its minority clients, customers and service users. New business development opportunities can begin to emerge. Internal relations between minority staff and managers and between employees can improve because of better communication and understanding.
An ‘Investors in Diversity’ organisation is likely to have a more motivated, loyal workforce. The customer, client or service user base can be expanded and there is a greater appreciation of customer needs and they customer is likely to receive an enhanced service due to dealing with more knowledgeable and better trained employees.
An ‘Investors in Diversity’ organisation makes diversity work for it and uses it as a powerful force for positive change and progression. An ‘Investors in Diversity’ organisation has a knowledgeable and enlightened workforce which is tolerant of people from different back-grounds.