Strategy
Research findings present overwhelming evidence that diverse teams outperform homogeneous groups on complex tasks, leading to improved problem solving and increased innovation. In turn, having a diverse and inclusive workforce improves productivity and can improve a company’s financial performance. No wonder that companies are leading with diversity and inclusion strategies from the top of house. But how are these strategies being applied in Global Business and Shared Services organisations, and what kind of tangible business results are they delivering?
Global business service teams provide a unique challenge for diversity initiatives because one size does not fit all. Different needs and challenges emerge by region, center and delivery tower. In India, for example, diversity goes beyond gender to also consider caste and educational pedigreed. Europe has by in large a strong mix of language, ethnic and culture to draw from, yet the leadership can still be homogenous. And with the strong emergence of the Black Lives Matter movement, Enterprises across US and Europe are increasingly seeing issues of inequality to be mutually inclusive with diversity and inclusion efforts.
This award aims to identify and celebrate impact across the full spectrum of diversity, including a focus on gender and ethnicity, age, generation, orientation, religion and caste, and ability (i.e. hearing, vision, mobility impaired). Please specify the breadth of diversity your organisation addresses in its plans and programs.)
Describe your Diversity and Inclusion strategy, with a focus on culture, activities and best practice, alignment and results.
- How is diversity defined in your GBS organisation? Which facets of diversity do you prioritise to address, and why?
- How have you created a culture which embraces diversity and inclusion. Which specific gaps or weaknesses does your plan address? How does this differ by region or center
- What is the makeup of your leadership and management teams? Please provide information comparing the diversity of your leadership versus the full GBS population.
- If your model includes outsourcing, how have you worked together with your provider to create diversity and inclusion? Do diversity considerations factor into the selection of providers? Do you require your provider to have a diversity plan for your account? Please describe the plan and its relative success.
- How have you recruited differently to reach and attract diverse talent? What actions do you take to retain diverse talent? How effective have those been?
- How do you develop and mentor diverse team members?
- How do you avoid pigeon-holing diverse professionals into stereotypical roles (i.e., women in human resource roles)?
- How has COVID-19 impacted your ability to hire and retain diverse candidates? Has it caused you to change or evolve your talent strategy?