Whether it is a digital company or a social enterprise, the majority of entrepreneurs are seeking for one thing: new ideas that are innovative. The level of innovation in your product or service determines the likelihood of your startup’s success. It is the holy grail that ensures you will be the next great thing in your field.
This creativity is fueled by ideas, and the people in your immediate environment have a significant impact on the kind of ideas you generate. Bringing together people from diverse cultures, genders, nations, and races leads to a plethora of different points of view, out-of-the-box thinking, and better conclusions. According to a McKinsey study published in 2019, organisations with a diverse workforce outperform their less diverse counterparts. In addition, the Wall Street Journal reported (in its first corporate rating that assessed diversity and inclusion among S&P 500 businesses) that having a diverse and inclusive culture gives organisations a competitive advantage over their competitors.
However, if you believe that diversity discussions are reserved for giant organisations with several CEOs, you are mistaken. A diverse staff is just as vital for early-stage entrepreneurs as it is for established companies. During the early phases of a business, it is customary for entrepreneurs to assemble a team of people from their own social network.
Even governments are beginning to recognise the importance of diverse teams in the economy. Silicon Valley and immigrants have long been a strong combination — between 1995 and 2005, more than half of all firms were created by persons who were not born in the United States. Other nations, such as the United States, provide “startup visas” to attract persons who are creative and entrepreneurial in nature. One of the fastest-growing eyewear firms in the UK was created at the University of Manchester by an Indian and a Taiwanese immigrant, who went on to become the company’s CEO. Today, their team consists of individuals from a diverse range of nations and races who are united by a single goal: to change the eyewear market.
Here are three distinct ways that diversity may contribute to the success of a business.
It is really beneficial to customers.
As well as individuals from other nations, your audience comprises people with a variety of cultural backgrounds, sexual preferences, religious affiliations, and racial backgrounds to name a few characteristics. Having a varied staff will aid in building stronger relationships with them. They will be aware of the customers’ problems, requirements, desires, and so on. Marketing nowadays is about having human-to-human dialogues with customers, rather than sending one-way signals from a firm to a client. Furthermore, customers nowadays are just as concerned about social concerns as they are about the product or service they are purchasing.
It will help to attract more talented individuals.
Having a diverse staff from the beginning of the startup’s lifecycle helps the company recruit more talent as it expands. Prospective workers, like customers, consider the social characteristics of a firm while evaluating it for employment. When millennials are seeking for employment, this is a crucial criteria to consider. In addition, if you have to choose the best of the best, make sure that you start by being inclusive from the beginning. When it comes to workplace culture, you must demonstrate that you are willing to walk the walk.
Innovation is fostered by a diverse workforce.
As previously said, bringing together a diverse group of individuals from a variety of backgrounds fosters a fertile atmosphere for innovation. Not only is it crucial for marketing, but it is also important for product development. With a variety of opinions and perspectives, you will be able to have more creative brainstorming sessions, which will lead to that breakthrough idea that distinguishes you from the competition. In the absence of this, your positioning plan will be ineffective. An “echo chamber,” on the other hand, is a situation in which individuals frequently hear the same viewpoints and ideas from a non-diverse, homogeneous group of people.
How to Recruit a Diverse Group of People
When it comes to increasing your staff, the most important factors to consider are, of course, skill and relevant expertise. You are not required to recruit a diverse staff only for the sake of doing so while sacrificing on skill set and experience. Here are some pointers on how to discover, employ, and develop a diverse workforce.
Despite the fact that we now live in a much more globalised society, many of us are unwilling to go outside of our comfort zones. It’s for this reason that you should seek for methods to employ a varied pool of people from the very beginning of your company. Create a varied network of contacts, not merely for the purpose of finding employment chances. Make contact with individuals on LinkedIn, attend a variety of conferences and events, and so on.
It is important for your brand culture to include diversity and inclusion so that when the company expands, all managers are thinking about it. This is critical in order to truly keep the staff diverse, rather than just hiring and forgetting. This culture should be ingrained in your genetic makeup.
Maintain an environment in which everyone in your workplace feels empowered and encouraged to express themselves, in a manner similar to the previous point. In order to have a really diverse team, it is important for all members to be free to voice their ideas, desires, and views.