THE DIVERSITY QUOTIENT

THREE BUSINESS LEADERS SHARE HOW TO NAVIGATE DEI INITIATIVES SO EVERYONE CAN BRING THEIR BEST, MOST AUTHENTIC SELVES TO WORK.

- ZAT ASTHA

DIPAK NATALI PRESIDENT AND MD (APAC) AT SPECIAL OLYMPICS

"THE BIGGEST MISTAKE WE CAN MAKE IS THINKING DIVERSITY IS A CHARITABLE ACT."

Dipak Natali on why true inclusivity involves more than just diverse hiring.

In exactly five words, how would you describe what you do?

Using sports to change lives.

What would you say to a CEO who is not convinced about the positive impact of disability-inclusive hiring practices?

The biggest mistake we can make is thinking that diversity is a charitable act. Being inclusive to people with disabilities is not only the right thing to do but also good for business. Hiring inclusively is a definitive step to improving any firm’s ability to understand this new environment better.

Given the great value of diversity, hiring persons with intellectual disabilities (PWIDs) should not be viewed simply as a check-in-the-box to fulfil an inclusion quota or be seen as an afterthought. Leaders need to recognise that PWIDs have the potential to contribute meaningfully to the workplace and with the right opportunities, can offer great skills and commitment to an organisation.

How should an organisation ensure the process is meaningful when meeting inclusion quotas?

Fostering a diverse workforce goes beyond recruitment practices, It requires a mindset shift towards embracing diversity in daily business operations. Effective recruitment should involve connecting with disability organisations and communities to tap into diverse talent pools.