The Institute for Corporate Productivity's (i4cp) latest study, D&I Practices that Promote Market Performance, defines how companies that value the business contributions of a diverse and inclusive workforce achieve superior market results. Such organizations show authentic, consistent appreciation for the value that D&I brings to the table, making it a core consideration that infuses the culture, guides leadership behavior, and aligns seamlessly with efforts to achieve overarching organizational goals.
How do some organizations fall short on D&I?
While the study primarily examines what companies are doing right, there's no getting around the fact that over a quarter of them still aren't seeing the full value D&I has to offer. While some companies are unsure about how to take D&I programs to the next level by establishing business significance, others disregard those connections, showing no interest in making the effort that D&I success entails. The problem is, D&I can't be a "fake it till you make it" sort of initiative. If leaders don't believe in the business value, that fact will overshadow any communications to the contrary, leaving whatever commitment companies claim to have looking shallow and disingenuous.
Unsure of your organization's true commitment to D&I? Look over the signs of how genuine the D&I efforts are (or aren't) in the infographic below. While it doesn't illustrate all factors that separate D&I lagers from the leaders, it does show some of the strongest negative correlations to market performance from the study.