Global Mobility Part 2- Why Everyone’s a Winner
Diversity is not just about bringing together people of different genders, races, or nationalities but also about fostering the diversity of thinking, according to Deloitte. In other words, leaders must leverage both educational and cultural perspectives of employees when it comes to new business ideation and decision making. With employees coming from multiple backgrounds, teams can tap into the niche areas that are exclusive to specific demographics, allowing them to utilize various skill sets and expertise to solve problems.
If you haven’t figured out that diversity is good for business yet, then get your head out of the clouds and back in the game. Diversity makes your organization more effective, more successful, and more profitable.
A McKinsey report among many other highly credible researchers proved that companies in the top quartile for racial and ethnic diversity were 35 percent more likely to generate above average returns, and those in the top quartile for gender diversity were 15 percent more likely to have above average financial returns.
There’s room to go beyond traditional demographics and understand that everyone has a unique identity that influences how they work most productively. Whether you look at the cultural or economic background, disability, age and gender, or introverted and extroverted personality types, everyone needs something different to feel like they belong and are valued. If we’re not acting to include people, then they often feel excluded and find it hard to fulfill their potential.
“The most innovative company must also be the most diverse.” - Apple Inc.
Include a Human Approach
Inclusion is about incorporation more than accommodation. Sure, it’s important to abide by legal requirements, but to go above and beyond your diversity and inclusion strategy will contribute to employment engagement and well-being as well as add massive value to the organisation as a whole. Understand that adopting inclusive workstyles allows people to thrive and be who they are resulting in enhanced performance. Why impose a set structure, when you can get better results by giving employees choice? (e.g. the choice to not wear a suit every day…which I absolutely don’t.)
An exchange program, for example, serves employee engagement initiatives, which is the enabling factor to drive a culture of inclusion. For employees, it offers a sense of curiosity – to learn from the foreign team members, and courage – to challenge the status quo with their capabilities and collaborative efforts. Companies must also create equal opportunities for all demographic groups to thrive and take on leadership roles, for example, by respecting different working styles or tailoring positions for the global exchange program assignees.
The marketing data platform AppLift is among the advocates of global mobility with its successful International Talent Program (ITP). In an interview with FastCompany, AppLift’s events and community marketing manager Johana Leeflang shared her experiences moving to India on the company’s ITP assignment. “Seeing how things were done in India was a fascinating way to cap off that work,” said Leeflang. “I got to see from a business perspective how to do a show in another country. Mobile marketing is at a different stage in India and getting an immersive look at the market was invaluable.”
Diversity and inclusion feed off each other, and everyone benefits. Employees are happier therefore more productive, business is successful, and you are able to gain access to a greater range of talent. From the human resource point of view, international mobility helps to enable diversity and inclusion while facilitating cross-border expansion. That said, a successful global exchange program must aim to empower employees to grow which is exactly what we are striving for at Everise. Professional development is taken seriously in our company and its manifested in our own global experience exchange program.