The definition of ‘diversity’ refers to the existence of variations in different characteristics demonstrated across a group of people.
These characteristics could include cognitive skills and personality traits, along with the things that shape our identity such as race, ethnicity, age, gender, religion, physical abilities or disabilities, political beliefs, education, socioeconomic background, language, geographical orientation, military service or cultural background.
Workplace diversity is a common topic of conversation among employers, hiring managers and recruitment professionals, but diversity and inclusion in the workplace is not just a hiring fad; and over the years it has become less a case of simply factoring age, gender, and race, and more about hiring a wider range of people to add value to businesses.
Increasingly, business leaders are seeing the benefits of encouraging diversity in the workplace.
Our life experiences and culture define the way we see and approach problems and opportunities.
The beauty of working in a business such as Cartledge Mining and Geotechnics (CM&G), is the way in which ideas are bounced back and forth between people.
The CM&G team presents many backgrounds and cultural upbringings, and this provides both a competitive advantage in market, as well as strategic opportunities.
We leverage our personal experiences and cultural upbringing to form new ideas and fresh perspectives that help us connect with clients.
In an era where creativity and innovation are essential to any business, workplace diversity is no longer an ethical decision, it is essential to increasing productivity and creativity in the workplace.
A fully diverse workforce such as CM&G sends a strong message to employees and candidates that an organisation is embracing of all, and could therefore be considered an employer of choice.
According to a study undertaken by Deloitte in 2011, diversity is leveraged through the ‘extent to which individuals feel valued and included by an organisation.’
CM&G’s employment practices are a way it shows inclusive leadership and signals to potential employees that our company welcomes individual differences.
At CM&G, we have realised that encouraging diversity in the workplace has several tangible benefits for the company and for its employees.
Diversity in the workplace leads to a plethora of benefits – both from an internal and external perspective. Here are some of our personal experiences with workplace diversity.
- Marketing: Having a diverse workforce builds trust in the brand with a diverse target market. We have gained greater respect with clients who support companies with diversity and inclusion initiatives.
- Operations: Valuing diversity cuts costs by reducing turnover and absenteeism. It also avoids legal expenses by enhancing employee engagement by showing the company understands and respects different cultures. Valuing diversity also gives the company the freedom to go after the most talented people, regardless of differences.
- Innovation: Diversity benefits the workplace because people from various backgrounds have different perspectives. Their contribution to the business allows the group to look at problems from all different angles.
Diversity is fundamental to any business and this true integration can lead to real bottom-line benefits for businesses.
At CM&G, we celebrate our differences – a value ingrained in each of us, and the company.
The team of eleven come from countries of origin including Australia, Ireland, Great Britain, Portugal, South Africa, China, Nigeria, Zimbabwe, Italy and Afghanistan.
This unitedness is a driving factor behind our business outreach and helps to meet the needs of an increasingly diverse market.
We practice what we preach so that the people who work within the business, or connect with us, feel valued for their unique contribution.
We create inclusive environments that are accepting of every individual’s differences which enables all employees to achieve their full potential, and as a result, allows the business to reach its fullest potential.