Representation in leadership is essential for a company.
When we think of an organisation's C-suite, what usually comes to mind is a group of white, heterosexual men over 40. That image is disappointing, because it shows how deeply non-diverse ideas are still rooted in our society.
But how do you overcome an outdated idea when you do not know what it is? That is exactly why we believe that recognising the kind of picture of the C-suite we carry in our collective consciousness is the first step towards changing it.
And for that reason I would like to ask you, reading this: what does the C-suite look like where you work? Whatever role you hold in the company, we hope there is some diversity in your organisation's leadership, because it is essential if teams are to feel represented, heard and welcomed at work.
Does investing in D&I actually pay off for a company?
McKinsey's 2020 Diversity Matters study in Latin America found that leaders at companies committed to a diversity policy are better at fostering trust and teamwork.
The same study shows that despite the link between diversity and corporate success, women and minority groups remain under-represented in company leadership positions.
It also shows that companies committed to diversity are 80% more likely to agree that their leaders foster trust and open dialogue, and 73% more likely to report a leadership culture that supports teamwork, which results in more positive behaviour from employees.
And if you work at a company pursuing constant innovation, you should know that 66% of employees at companies that value diversity report that their leaders foster innovation.
What if I would rather not invest in diverse leadership?
In that case, persisting with a leadership model that includes only a small group means persisting with a mistake that could eventually put your organisation out of business. The world is adapting to a new reality that requires, above all, respect for other people.
And that respect cannot stop at rhetoric. You have to act and implement DEI (diversity, equity and inclusion) policies so that the people in the organisation feel satisfied doing their work as well as they can for the public the company serves.
That can certainly begin in the selection process, but it must not end there. Remember that diverse leadership is beneficial for everyone who works in that organisation.