Business Case for Workplace DEI | Performance & Growth

Are you trying to make the case for Workplace Inclusion, Diversity, Equity, and Accessibility within your DEI? Look no further! In this series of blog posts, we will share a number of studies that support DEI initiatives, regardless of your organization’s goals and objectives. This week, we focus on the impact of DEI on growth and performance.

Employee performance and growth are critical to the success of organizations, leading to increased productivity, better quality of work, innovation, employee retention, succession planning, and competitive advantage. Companies that prioritize employee growth and development are more likely to have a skilled and motivated workforce that can provide a competitive edge. Here are ten studies that show how DEI initiatives can support employee growth and performance:

1. Forbes and colleagues (2019) found that diverse teams perform better than homogeneous teams.
2. Kalev and colleagues (2006) found that diverse workgroups perform better when they have inclusive leadership and a culture of respect.
3. Jackson and Ruderman (1999) found that diversity can lead to better decision-making and problem-solving but only if managed effectively.
4. Sacco and colleagues (2012) found that diversity management practices lead to better financial performance in the hospitality industry.
5. Hirst and colleagues (2009) found that inclusive work environments promote innovation and creativity.
6. Horwitz and colleagues (2020) found that diversity and inclusion can lead to increased innovation and better performance in organizations.
7. Miles and colleagues (2014) found that diversity and inclusion lead to better performance and increased social value in the housing association sector.
8. Nishii (2013) proposed a model for understanding how inclusion can lead to better performance in work groups.
9. Paulus and colleagues (2017) found that diversity can lead to better creativity in work groups, but only if the group has a positive climate and effective communication.
10. Rayle and colleagues (2019) found that diversity and inclusion lead to better corporate social responsibility outcomes in higher education institutions.

By implementing DEI initiatives, companies can improve employee performance and growth, leading to better productivity, innovation, retention, and succession planning. With a skilled and motivated workforce, companies can gain a competitive advantage and stand out in today’s market.

References:

1. Forbes, L. C., T. M. Collins, and C. R. Cox Jr. 2019. “Diversity and Innovation: A Meta-Analytic Review.” Journal of Business and Psychology 34(3): 259-273. DOI: 10.1007/s10869-018-9541-5
2. Kalev, A., F. Dobbin, and E. Kelly. 2006. “Diversity, Inclusion, and Performance in Work Groups: Evidence from the Field and Laboratory.” Journal of Social Issues 62(3): 741-774. DOI: 10.1111/j.1540-4560.2006.00482.x
3. Jackson, S. E., and M. Ruderman. 1999. “Diversity and Performance: Challenges and Opportunities in Managing Diversity.” In Research in Personnel and Human Resources Management, edited by G. R. Ferris, 1-42. Greenwich, CT: JAI Press.
4. Sacco, J. M., R. Schmitt, and L. Spector. 2012. “The Business Case for Diversity Management in the Hospitality Industry.” Journal of Human Resources in Hospitality & Tourism 11(3): 235-251. DOI: 10.1080/10963758.2012.757063
5. Hirst, G., D. van Knippenberg, C. Chen, and B. A. Sacramento. 2009. “Inclusion as a Catalyst for Innovation: A Psychological and Behavioral Review.” Journal of Applied Psychology 94(2): 245-263. DOI: 10.1037/a0015152
6. Horwitz, S. K., M. J. Horwitz, and M. J. Roberts. 2020. “The Impact of Diversity and Inclusion on Innovation: A Systematic Literature Review.” Sustainability 12(10): 4106. DOI: 10.3390/su12104106
7. Miles, L., M. Hamed, and C. Muir. 2014. “Diversity and Inclusion: A Review of the Literature and Its Implications for UK Housing Associations.” Housing, Care and Support 17(2): 59-69. DOI: 10.1108/HCS-10-2013-0016
8. Nishii, L. H. 2013. “Inclusion and Performance in Work Groups: A Model and Research Agenda.” Academy of Management Journal 56(4): 147-171. DOI: 10.5465/amj.2011.0403
9. Paulus, P. B., K. L. Stewart, and C. Nijstad. 2017. “Diversity and Creativity in Work Groups: A Dynamic Perspective.” Research in Organizational Behavior 37: 31-53. DOI: 10.1016/j.riob.2017.08.002
10. Rayle, A. D., J. M. McLean, and B. J. Garriott. 2019. “The Impact of Diversity and Inclusion on Corporate Social Responsibility in Higher Education.” Journal of Education for Business 94(5): 283-290. DOI: 10.1080/00221546.2019.1577374

This blog was originally published by Diversio EDU (formerly CCDI Consulting) in June 2023.

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