Workforce Diversity

June 29, 2009

It’s Queer Pride in Delhi today – an occasion for the minority of Lesbian, Gay, Bisexual and Transsexual (LGBT) to come out and also for those supporting them to demand basic rights.

Read more here.

A lot of time in the workplace we talk about encouraging diversity. Diversity of race. Diversity of gender. Diversity of religion. And now in India a growing consciousness of diversity of caste too.

But the diversity of sexual orientation is never mentioned, at least not in India.

One may ask, what’s the big deal about diversity of hiring people? Is it just because it is seen as being good to do?

What’s the business result of diversity?

According to me there are two spin-offs of diversity:

As your client base becomes more and more diversity you need to reflect that diversity internally, or at least have people who can advise you on their needs.
Diversity of people, leads to diversity of thought and mindsets – which should hopefully lead to better decisions for the business.

However to really implement diversity and benefit from it inclusion processes in the organization should help people to confront their biases and stereotypes – and then work together to ensure that diversity is included in the decision making process.

What do you think? What are some inclusion building process so that visible and not so visible minorities become truly integrated?