diversity

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The 3rd of December is recognised as the International Day of Persons with Disabilities and is the culmination of a month of national awareness in South Africa. As we observe this day, it is a stark reminder that much still needs to be done to create inclusivity for the approximately seven per cent of our population living with either physical or mental disabilities.


An important aspect of eliminating discrimination in the workplace is challenging our own beliefs and assumptions about other people. This also extends to how we think about people of different ages in the workplace.

 


Changing societal norms have many organisations taking note of traditional practices to better understand whether diversity, equity, inclusion and belonging (DEI&B) are applied during the hiring process and long-term strategic plans for their people.

 


We live in the global village and in a world that is more interdependent and interconnected than ever before. Businesses need to be aware of the fact that by simply hiring from only one demographic, they are missing out on talents, skills, insights and experiences which can prove to be valuable for the company's success.


Diversity in the workplace may be one of the most important factors in a business's success. A diverse workforce is more likely to understand your customers' needs and come up with ideas to fulfill them. 


Diversity is any difference among people that could have an effect on the success of a team. For example, differences of gender, ethnicity, and age are often cited as important types of diversity.


A diverse group of people mixed within the workplace is bound to stir up some interesting issues. Creating a workplace where there is a positive culture of tolerance is the key to harnessing the competitive edge a diverse workforce gives the business.


A great deal of noble and important work has been done on DEI in recent years, but we have hit a ceiling. That’s largely because diversity, equity, and inclusion initiatives tend to select a core set of visible demographic minorities, segment people into these groups, and assume they define the workplace experience.

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