By Hanim Zulaikha Zulkifli

In today's rapidly evolving business landscape, diversity and inclusion have emerged as strategic imperatives for companies worldwide. Once considered optional, these principles are now recognised as essential drivers of productivity, innovation, and overall organisational success. Vaishana Vasuthavan sits down with Malaysian Business Online, where she sheds light on the transformative power of diversity and inclusion and offers insights into their implementation in various organisational settings.

Vaishana is the Founder of VV Consulting Group and leads a versatile team providing HR, and Business consultancy to diverse clients like JP Morgan, Mindvalley, and NTT. With over 13 years in the industry focusing on HR, Technology and Business, Vaishana is a recognised HR Consultant and Entrepreneur.

Diversity and Inclusion: Global Trend or Competitive Advantage?

According to a CNBC Workforce Survey in 2021, nearly 80% of workers prefer to be part of a company that values diversity, equity, and inclusion. This shift in sentiment has prompted around 40% of surveyed workers to notice their companies making strides towards creating more inclusive workplaces. Embracing diversity is no longer just a moral obligation but a strategic advantage.

Organisations are embracing cultural diversity to stay competitive in the international market. This approach allows companies to access knowledge from diverse perspectives, tailor their services to different cultural backgrounds, and effectively tap into various ethnic markets. Diverse teams enable multifaceted problem-solving, surpass stakeholders' expectations, and facilitate international expansion.

A diverse workforce facilitates effective communication with consumers and clients, increasing customer satisfaction. Vaishana, over 13 years in Human Resources, mentions examples of successful diversity practices that have spurred creativity and innovation. These practices include talent management across diverse backgrounds, initiatives like impact hiring with specific yearly objectives, and investing in programs supporting women in technology. Providing leadership opportunities for female employees, ensuring female representation on the board, and implementing fair salary grading and benefits contribute to a more inclusive work environment.

Tailoring Diversity Strategies for SMEs: What are the Challenges and Solutions?

Creating inclusive workplaces requires unique strategies for SMEs due to their smaller scale and closer-knit employee base. Nurturing an environment that values diversity and inclusivity is crucial, even with limited resources. Encouraging open communication, acknowledging employees' capabilities, and offering flexibility are integral aspects of building an empathetic and supportive culture. Leaders can delegate tasks to team members based on their strengths, promoting empowerment and enhancing overall team performance. 

According to Vaishana it is best that an inclusive workplace involves creating a culture that welcomes individuals from different backgrounds and underrepresented groups. Collaborating with multicultural associations can broaden the talent pool and increase exposure to marginalised groups. Anonymised resumes can mitigate biases during hiring, ensuring equal opportunities for all applicants.

Moreover, employee development plays a pivotal role in fostering an inclusive culture. Encouraging diversity of thought leads to creative problem-solving and innovative solutions, and based on what Vaishana shares, employee development promotes cross-cultural understanding, improves marketing strategies, and provides a broader skill base for international expansion.

Implementing diversity and inclusion initiatives can encounter obstacles, including communication issues and misunderstandings due to cultural differences. Vaishana suggests creating initiatives to learn about other cultures and implementing tools for cross-cultural understanding. Another important note is embracing generational diversity, as demonstrated by successful approaches such as reverse mentoring and inclusive decision-making.

With the rise of remote work, maintaining diversity and inclusion efforts requires proactive measures. Recognising cultural holidays and promoting awareness of diverse perspectives in remote settings is crucial. Vaishana underscores the importance of raising awareness and understanding among remote employees, ensuring they feel valued and engaged.

Other than that, to promote diversity, technology plays a pivotal role through blind hiring processes that eliminate unconscious bias. Artificial Intelligence (AI) can automate recruitment processes, ensuring fairness and equal opportunities for candidates. Real-world examples, like The Body Shop's hiring practices, demonstrate how technology can support inclusive hiring.

As employee and customer expectations evolve, innovative approaches become paramount. Vaishana emphasises the importance of diverse hiring, inclusive policies, and collaborations to drive diversity and inclusion forward. By focusing on employee development, partnerships, and technological advancements, organisations can create an equitable and inclusive workplace that thrives in the future.