The Business Case for Diversity

If you are a proponent for diversity in the workplace, in terms of inherent or acquired diversity, in the areas of race, gender, sexuality, gender identity, age, ability, military service, nationality, parental status, or any other areas, eventually you will hear someone ask for you to provide the business case for diversity. In other words, why will diversity help me make more money?

I started compiling links for these - because there is tons of evidence supporting diversity in the workplace in economic terms, but I'm not a Human Resources professional, nor an expert in these issues. The good news is, I don't have to be, because of course people have proved this case for decades.

One of the best resources for information is Michelle Kim on her Medium blog:

https://medium.com/awaken-blog/compilation-of-diversity-inclusion-business-case-research-data-62a471fc4a42

But being asked for the business case for diversity has always bothered me:

• First, there should be a moral case for diversity. Shouldn't you want to work with people who are different from you?

• Do people really see diversity as a threat or a bad thing? (Yes. Yes, they do.)

• If you need a business case, then do you see the status quo - in the United States, often a workplace dominated by white, straight, cis-gender men in charge - as the norm, or even worse, "the bar"?

Anyhow, if you need the links from Ms. Kim's blog, I hope they help. But it probably means you also need to read this blog from her:

https://medium.com/awaken-blog/if-your-boss-is-still-asking-about-the-business-case-for-diversity-your-company-might-be-in-186e02c26193