What Makes Diversity in a Workplace Beneficial

As we know, diversity encompasses a broad range of representations including gender, ethnicity, age, ability, socio-economic status, sexual orientation and religion. In addition to these attributes, when we talk about diversity, this also includes differences in perspectives and ways of thinking.  

What makes diversity in a workplace beneficial? 

There are overall business performance impacts relating to workplace diversity which a 2020 survey titled ‘Diversity wins: how inclusion matters’ published, including: 

• an increase in performance where a business had more than 30 per cent women at the executive level when compared to businesses with fewer executive level females;  
• 36 per cent higher likelihood for business with ethnic and cultural diversity on executive teams to outperform those without.  

There are also positive benefits relating to employee engagement, team experience and retention, as well an increase in innovation, creativity, problem solving and enhanced organisational reputation.  

Diversity of thought — which can often be attributed to different life experiences — has been said to contribute to an organisation’s ability to problem solve and better respond to changing customer needs. This is through a more in-depth understanding of customers and markets, leading to extended market reach. 

We also know that strengthening workplace diversity can assist in meeting many new compliance obligations, including ensuring psychologically safe workplaces that are free from harassment. The Australian Human Rights Commission’s report, Respect@Work, found that organisations with higher levels of diversity and inclusion had lower rates of sexual harassment. 

The club industry revolves around people, so here are a few ways of encouraging diversity and a positive people experience at your club:  

1. Share the benefits of diversity with your team. 
2. Undertake a review of your club’s employee and leadership composition. 
3. Celebrate the diversity already within your club.  
4. Consider mentoring programs for groups where there is underrepresentation — Laing O-Rourke recently implemented a successful program to help develop women into more senior roles. More information on their case study can be found here.
5. Review any accessibility barriers. 
6. Build on your club’s commitment to diversity by publicly sharing your diversity wins.  
7. Speak with employees to gain an understanding of changes your team would like to see.  

We look forward to hearing about your club’s successes in this space!