EVOLVE Business and Professional Magazine May 2018 | Page 19

In the case of an organization’s workforce, one can identify the
amount of diversity that exists by simply counting and summing
the totals. However, it is much more difficult to examine whether
that workforce is truly inclusive. High levels of diversity within
the workforce might suggest inclusivity. But often, the only true
measure is to survey and interview those who have previously
been excluded. Large numbers of women, for example, in
management positions might indicate diversity. But, are these
women in positions of power? Do they have decision-making
they thought about diversity and inclusion. The HBJ found several
common threads:
1 A diverse workforce helps a company increase its touch
2 Diverse CEOs who had experienced obstacles, sought to
3 There was genuine disappointment in the lack of progress
responsibilities? Can they hire and fire the personnel in their
organization? Do they feel like they belong?
4
Why Does Diversity and Inclusion Matter?
The simple answer is it matters because organizations that
are more diverse in their makeup outperform those that are less
5
diverse. The McKinsey Global Institute, a global management
consulting firm, conducted a research study in 2015 which found
that organizations with gender diversity financially outperformed
the industry median by 15% and organizations with ethnic
diversity outperformed by 35%.
The Harvard Business Journal (HBJ) took the study further. They
interviewed top CEOs around the globe and asked them what
DR. WENDY MYERS
C E O , F LO R I DA H E A LT H C A R E P L A N S
with an increasingly diverse customer base.
remove those barriers for others.
in C-Suite inclusion.
A diverse culture was important, but an inclusive one
that allowed people to bring their authentic selves to the
organization was viewed as most desirable.
Most common hindering factor to inclusivity was the lack
of access by diverse talent to networks and “behind-closed-
doors” conversations.
In some cases, studies have found not all lack of inclusivity is
intentional. Some of it is just human nature. People are often most
comfortable in talking and being with people like themselves.
Organizations have to do a better job of encouraging and exposing
team members to different cultures and ways of thinking in order
to unseat the traditional business cliques.
THERE’S A DOCTOR IN
THE HOUSE.
Dr. Wendy Myers is CEO of Florida Health Care Plans.
With 1,200 employees and more than 90,000 members
she does not have a minute to waste. That is why she invests
in Team Volusia Economic Development Corporation and
serves on its Executive Board. “Economic development is
vital to our success as a community,” she said. “We need to
ensure that every dollar and every hour invested contributes
to the effective recruitment of companies interested in
relocation to, or expanding in, Volusia County. Team Volusia
is helping us compete effectively for quality employers with
great jobs to fill.”
TEAMVOLUSIAEDC.COM
386.265.6332
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