Three positive influences are innovation & creativity, attractiveness, and improved engagement.

Innovation & Creativity: Various studies show that when approached correctly by human resource management, diversity not only stimulates innovation and creativity but also enhances problem-solving abilities.

Attractiveness: Companies known for their diversity often find it easier to attract talent because they have access to larger talent pools.

Improved Engagement: Employees who feel represented and involved are often more interested in their work, which increases engagement and thereby productivity.

On the other hand, three negative effects can arise when diversity is not properly managed; communication problems, tokenism, and exclusive inclusion.

Communication Problems: Cultural, linguistic, and perceptual differences can lead to various problems with poor management. A thoughtful approach and coaching are essential when focusing on diversity.

Tokenism: As a talent, you never want to hear a voice in your head during the ‘employee lifecycle†asking a pertinent, painful question; did I get this job because my last name is Benaïcha, or because I am the right person for the job?

Exclusive Inclusion: Having a diverse workforce does not automatically lead to inclusion for everyone. Without actively focusing on inclusion, some employees might actually feel excluded or isolated.

Conclusion: diversity offers many advantages, but implementing it correctly is a challenge that requires insight and a solid approach.

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This resistance from employees – sometimes intentional and blatant, sometimes unconscious and subtle – obviously hinders efforts to promote inclusion.

In short, enforcing a top-down policy to promote diversity creates fertile ground for creating a counterproductive effect. Reducing resistance, partly fueled by fearful feelings (of the unknown), bottom-up increases the chances of increasing diversity and inclusion.

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