The diversity advocacy has been wide-spreading across the world dramatically in these years not only relating to a political point of view but also in business. Especially, as countries like Myanmar are composed of many different groups, different cultures, different ethnicities, and different religion, it is paramount for every organization in the country which must have robust cultures and management for workplace diversity and inclusion.
From the perception of customer or shopper insight and market growth, a diverse team of a company can help its business spark innovations which can create values and offer engagements to heterogeneous groups of customers. A management consultant and diversity researcher, Rocío Lorenzo and her team conducted a survey in over 16,000 companies around the world asking the two basic things: how innovative they are and how diverse they are. A couple of months later, the sample data sharply showed that more diverse companies are simply more innovative.
In a diverse organization, creating multicultural network groups strongly supports the power of diversity in this organization, as well as can provide a broader and deeper experience and ideas for making problem-solving, creativity, and innovation. Recognizing individual diverse talents and experiences can make a greater variety of solutions to problems and build synergy with better attitudes and more efficient processes.
When we talk about diversity in the workplace, it cannot go alone and there is one more thing attaching to it called inclusion. However, diversity and inclusion are not the same things. Diversity is a numbers game and inclusion is about impact. Janet Stovall, an inclusion advocate, addressed “Companies can mandate diversity, but they have to cultivate inclusion”. And, she also continued that these terms are related to the accountability of every organization.
So, how does diversity and inclusion impact employer brand? It can give a good reputation to an organization in accordance with these three categories: talent acquisition, customer relations, and enhancing trust.
As an employer, if we effectively promote our stand about engaging diversified talents and cultivating inclusive culture to our potential candidates, it can stimuli the process of identifying and acquiring skilled candidates to meet our organizational needs being more attractive to applicants.
It is already known that current and potential employees are also a part of customers of a company. We need to understand what it is that customers need and like. If our workforce does not reflect the customer base we serve, there is the potential for disconnect and conflict. If we can manage to succeed in improving diversity and inclusion, the more our people feel included, heard and understood. And, it leads to the more willing they are to show up as themselves, which goes to productivity, collaboration, and creativity. A diverse range of people into the organization helps build good relations with different stakeholders groups and to develop targeted and tailored products and services. Then, transparency around diversity and inclusion will strengthen our employer brand with all stakeholders.
To recap, by recruiting talents from more diverse backgrounds, organizations can import fresh ideas, creativity, and experience required to encourage innovation, cope with changes, and build on opportunities.
With the highest website traffic of job seekers in Myanmar, JobNet is well-positioned to give you access to a very diverse and broad audience of talent from all backgrounds. The platform further allows you to manage your talent pipeline with full digitalization, so please do not hesitate to reach out us to find out more.
And, if you have more questions than answers about how to enhance your employer brand to current and potential talents, click here to learn more about the 2020 Best Companies to Work in Myanmar program, which is the first-ever campaign recognizing companies for the high level of employee engagement.
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