The business case benefits for inclusion is recognised as essential by the International Monitory Fund (IMF), realising that:

  • Employee’s personal satisfaction in their role and their contribution to the output of the organisation are intrinsically linked.
  • Aligning both benefits the organisation and the employees in the short to long term, by leveraging the full range of individual’s skills and differing cultural perspectives.

Creating Inclusion with Diversity in the Workplace

But, how to create inclusion with diversity in the workplace is another thing . . .

For me it all starts with leadership. Convention shows us leaders decide a direction, and then recruit the best staff and off they go, with the leader chivying and jollying them along the way, whilst hoping hindsight won’t teach them too much!

But given the speed of change, is this the most effective method?

Developing the strategic plan, factoring in individual’s natural talents (be they be conscious of them or not), and developing support systems and training/mentoring to enable staff what they do best, even better – creates sustainable performance from the bottom up by growing:

  1. Personal Motivation
  2. Personal Mastery
  3. Innovation
  4. Retention (happy staff)/Attraction (employer of preference)
  5. Strength of Client Relationships

Why Is Strength Of Relationships Critical To Boosting Productivity?

The strength of client relationships, internal and external, has a far greater impact on loyalty, retention and attraction of clients.

Organisations seeking to boost productivity are investing in relationship building training, development and management of staff. It’s far easier working for clients who trusts and understands you, than those that don’t.


Coupling strong business relationships, with supporting staff doing what they love doing, leads to strong performance and productivity.