INSIGHT •

By Mervin Munsamy , Head of Human Resources at ABB South Africa

Covid-19 has shone a sharp spotlight on diversity and inclusion ( D & I ) in our organisations . The pandemic has had a harder impact on many diverse groups , including women , working parents and LGBTQ + employees , with magnified challenges around caring for family and working . As we ponder what our future world of work will look like , there ’ s never been a better time for us to make our D & I initiatives even more inclusive , by encouraging dialogue across all hierarchical levels and enabling creativity and innovation .

For me , a strongly inclusive culture starts when a business creates an environment in which everyone can flourish , thrive and be themselves . D & I is not just ‘ the right thing to do ’: it lays the foundation for innovation and better decision-making across the business by allowing all voices to be heard , ensuring everyone feels valued , and linking that value to the success of the organisation .

It ’ s vital that any D & I approach looks to embed priorities like the health , wellbeing , and resilience of a workforce into an enterprise ’ s people strategy , as these variables will have a significant influence on future performance and success . Supplier diversity is another important topic , especially in a country like South Africa , as it talks directly to how we are influencing positive change in our communities .

None of this happens on its own , though . A business can ’ t expect to simply make policies and establish Codes of Conduct and expect change to take place . Leadership , not just at a strategic level , but at all hierarchical levels is required for sustainable change to take place . Moreover , systems and structures must be put in place to ensure D & I is embedded in all processes and becomes a standard part of the business agenda . It must be supported by ongoing training and development programs , mentoring programs and appropriate learning interventions . It has to be modelled by the leadership and lived through the company ’ s values .

Measurement becomes a critical success factor , as the adage goes , ‘ what gets measured , gets done ’. As a business , it ’ s vital to hold yourself accountable , and establish a dashboard to monitor your KPIs regularly .

What ’ s absolutely critical to the success of D & I is that it aligns to broader business issues like sustainability , which are top of mind for many business leaders . The UN ’ s Sustainable Development Goals are broadly seen as the blueprint to achieve a better and more sustainable future – and it ’ s no surprise that goal number five is gender equality . It ’ s a natural link .

A big part of diversity will always focus on gender . My company ’ s Global D & I Strategy 2030 aims to double the percentage of women managers across our offices in the next ten years , from 12.5 % to 25 %. That ’ s just one target , though . True inclusion and equality span across all areas of diversity , which include , for example , gender , abilities , generational , hierarchical level , ethnicity , LGBTQ +, and so on .

As part of our efforts to foster a more diverse and inclusive culture , ABB launched a gender-neutral global parental leave programme that grants 12 weeks of paid leave for primary caregivers and 4 weeks for secondary caregivers . The new programme aims to give every parent an opportunity to spend more time with their adopted children or new-borns , and balance career and family responsibilities . Aligned with local regulation , the global parental leave programme was implemented on 1 October 2021 .

So how are we adapting to the new world of work brought on by the pandemic ? For a start , company values and culture have become more important than ever . They ’ re the glue that bind our people together , especially during volatile times . We ’ re seeing more empathy , transparency and communication than ever before in our workforce , and this is positive for everyone .

Ultimately , truly diverse and inclusive organisations will be businesses where diversity , inclusion and equal opportunity in the workplace , marketplace and community are a natural way of doing business , with no overt regulation or policy needed to enforce it . We ’ re still some way off that , but it ’ s work in progress .

Diversity and inclusion are a continuous journey , and we learn something new every day . But it ’ s a journey we cannot afford to stop , not even for a moment . Our futures as people , and businesses , depend on it . •