Some of our most seemingly advanced techniques for recruitment, health checking and people management may be greatly inimical to what we need to do to exploit the competitive advantages we can gain from diversity. When HR hears of diversity, gender inclusiveness (as sacralized in corporate headquarters ranging from 120ºW to 15ºE or from models in Menlo Park) is usually the sole and almost Pavlovian response. A few gadflies may, at best, prompt a secondary focus on affirmative action for Dalits and tribals.1 Let me insist up front that all these diversities are vital and much work remains to be done for them (particularly the last two). While they certainly have the potential to yield great business benefits, their central justification is equity and justice.
This column deals with two other forms of diversity whose prime purpose is the competitive advantage they bestow on organisations that take them seriously. Both Educational Diversity (Edudiversity) and Neurological Diversity (Neurodiversity) can certainly also be defended on grounds of fairness but they have a direct and immense business benefit that few organisations have yet exploited.
Edudiversity
هذه القصة مأخوذة من طبعة December 2021 من People Matters.
ابدأ النسخة التجريبية المجانية من Magzter GOLD لمدة 7 أيام للوصول إلى آلاف القصص المتميزة المنسقة وأكثر من 9,000 مجلة وصحيفة.
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هذه القصة مأخوذة من طبعة December 2021 من People Matters.
ابدأ النسخة التجريبية المجانية من Magzter GOLD لمدة 7 أيام للوصول إلى آلاف القصص المتميزة المنسقة وأكثر من 9,000 مجلة وصحيفة.
بالفعل مشترك? تسجيل الدخول
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