How talent strategies need to adapt to achieve true diversity

Read our latest article for perspectives on diversity and inclusion in the workplace for three great tips to make your diversity and inclusion workforce strategy a success.

Employing individuals from different backgrounds, creeds, cultures, religions, life experiences and colors does not mean that your workforce is inclusive. A diverse workforce does not bring with it the levels of ‘fairness’ and open opportunity that civilized people would hope for their fellow humans. Talent strategists have to dig deeper and re-evaluate their approach to inclusion for diversity to go the last mile and genuinely open doors for everyone to enjoy equal opportunities in the workplace.

Diversity can just happen; inclusion never can

Diversity is in the news and it’s a topic that’s highly charged. With so much risk of bad press for businesses not taking diversity seriously, one hopes companies will do the right thing and adapt behaviors. Well, that’s a positive.

Unless a 360-degree approach to the subject is taken, diversity in the workplace becomes a corporate platitude; something people talk about that sits on the surface of the corporate veneer. It becomes one of those soporific boardroom sidebar conversations that never really penetrates the latent norms of behavior and median bias that exists in the management layer: It fails to influence day-to-day decisions positively.


Why diversity is a business benefit

If you’re an executive with a particular mindset, it probably doesn’t matter how many articles you read on the subject of diversity about the great benefits diversity can offer organizations if you don’t want to believe it.

McKinsey’s latest roundup suggests that the subject of diversity and inclusion is certainly important to the US economy; with the potential to add $12tn in additional GDP if the gender gap is narrowed by 2025, generate $2bn in revenue if financial inclusion efforts broaden services for black Americans, and offer jobs to 160m women who may need to change jobs through 2030 due to automation.

As a woman-led diversity organization, Workspend is a Managed Service Provider operating in the contingent workforce management industry that knows by direct experience of its successes that diversity and inclusion IS a business strategy that works.

As a global business, we serve people in companies around the world THEMSELVES coming from different backgrounds. This means our team can relate to our customers and truly understand their challenges and circumstances because we have similar people from similar backgrounds somewhere in our workforce mix. It’s the simple things that make the difference; for example, recognizing that ‘preciseness and business-like in one culture can be seen as ‘abrupt edging on rudeness’ in another.

We see benefits every day in the creativity and productivity of our teams and our ability to blend different skills and perspectives from different backgrounds to align the best-fit individuals to the roles we employ in the business. Perhaps, we have an unfair advantage in that our industry demands a supplier organization that operates a rich blend of roles encompassing data and analytics, creative, administrative, project management, IT, and client communications competencies.

Learn more about our approach to diversity


Three actions that turn diversity into diversity and inclusion

#1 Re-work DEFINITIONS to rescope what diversity means

Our first recommendation is that talent leaders should encourage a discussion in the executive team on what is meant by ‘diversity’ in the business. Yes, your definition might cover classes like color, gender, religion, etc. but what about HOW people think and the full extent of the employability age range? Additionally, does the whole team agree and buy into the scope of D&I as you see it? It’s remarkable what happens when you ask executives to write down the classes of diversity as they see it, only to realize just how limited the scope can sometimes be in the minds of colleagues.

#2 Re-work BIAS to encourage acceptance that everyone is different, and that’s a good thing

You won’t change hearts and minds without surfacing the unconscious biases that exist. Sometimes, it pays to look externally to have a consultant lead the charge in transforming hearts and minds. Companies like Awaken, an experiential D.E.I. workshop company in Oakland, Calif., can help you to orchestrate an inclusive intervention that exposes unconscious bias operating at all levels of the organization.

Awaken offers employers work sessions taught over the course of months, that combine large group activities, self-reflection and small group conversations, focusing on themes like exploring identities, overcoming microaggressions, thoughtful ally-ship, and, most recently, inclusive language.

#3 Re-work BEHAVIORS to broaden management perceptions of what inclusion means in a way that influences behaviors

Managers have a habit of people who think and work like themselves and come from a similar background. One of the challenges managers face when recruiting is getting to grips with the personality behind the individual and whether they have ‘what it takes’ to succeed.’ It’s quite natural for people to feel they can understand individuals better when they are ‘like themselves.’


Final Thoughts

D&I won’t happen in your organization by itself. That means it’s for talent leaders to carry the torch and encourage self-reflection in management teams on how to turn a ‘D’ strategy into a ’D&I’ strategy.

To aid you in your journey, you will find a wealth of resources for D&I information on sites like McKinsey&Co., the Society for Human Resource Management, Harvard Business Review, and Diversity Best Practices. Additionally, reviewing Google Scholar for the latest research on D&I also offers a wealth of valuable insight.


Workspend is a woman-led, diversity MSP with a global footprint that helps organizations to source, manage and nurture a flexible workforce as part of their total talent agendas.  We drive value from your contingent workforce; managing your hires and controlling the spend.  Our clients benefit from partnering with an MSP focused on outcomes and continuous year-on-year improvement that is also a diverse supplier.  Our innovations in technology, processes and compliance governance serve to bring our clients a competitive advantage.  To find out more about the benefits of using a Diverse MSP, find out here.


Ian Tomlin is a management consultant and writer on the subject of enterprise computing and organizational design.  He serves on the Workspend Management Team.  Ian has written several books on the subject of digital transformation, cloud computing, social operating systems, codeless applications development, business intelligence, data science, office security, customer data platforms, vendor management systems, Managed Service Provisioning (MSP), customer experience, and organizational design.  He can be reached via LinkedIn or Twitter.


2021: Our Top Articles

2021: Our Top Articles

Workspend has had a busy 2021. As leaders in contingent workforce management, we’ve been working with customers to adapt their workforce strategies to fit with the changing methods of work. To celebrate our successes in 2021, we’ve put together a list of our top 4...