translated from Spanish: Diversity: a strategy for growth

gender, race, creed, origin, political vision and culture. In recent years, human diversity has been addressed from several points of view. Not by chance, today is part of the agenda of the corporate world and significantly impacts the policy of recruitment of companies.
In a market that committed increasingly disruptive organizations, the culture of diversity has proved to be not only an attempt of strengthening of image of companies, but a key strategy for growth and innovation.
According to a survey conducted by the consulting firm McKinsey and Co., the companies that are committed to the diversity of genres have 21% more likely to have growth above the market average. If it’s ethnic and cultural diversity, the index is even more impressive, the growth in this case is 33%.
In the annual survey that makes Women in Grant Thornton’s Business, 75% of domestic companies have at least one woman in senior management positions and another 34 per cent occupied senior positions leading to a balance of growth and competition within the organizations.
For Zendesk diversity makes the difference. We have the same number of women and men in the boarding of the company and women occupy leading positions in domestic operations, continental marketing and global finance, among others. In addition, it has officials from around the world both occupying their HQ in San Francisco as its other 14 offices around the world. As a company, we rely on different backgrounds, perspectives and identities to create a force that drives innovation, encourage creativity and orient our business tactics. Fundamental is the contribution that give us the many voices to carry out new ideas, services, products and, in fact, have a cross-platform thought.
Many of our employees are Millennials. In our team, 69% belongs to this age group and shares our vision of innovation and work as a means of personal fulfilment. We recognize the need to experience, opening space for Baby Boomers and generation X, which made up 28% of our Organization.
It is important to mention that diversity and inclusion are interconnected factors. Both are complementary and are part of the organizations business practices. Inclusion creates the stage for diversity and for the recognition of its value. For its success, it is necessary that this is not only a sense of participation, but having the true excitement of belonging to that environment.
The new era of the corporate world valued human relations at all levels; whether in relationship with the customer, as the business center, and give more value to their interests, or in the formation of a team that includes different perspectives. Technology, wherever she is born and is applied, is a key partner for the changes in our society. Humanity, however, will always have three factors that may never be automated: creativity, community and empathy.

Poured in this op-ed content is the sole responsibility of the author and do not necessarily reflect the editorial line nor the counter position.

Original source in Spanish

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