Diversity

Diversity
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Thoughts on diversity...
Padraig McManus, Chair of eir and member of Council
at Chartered Accountants Ireland.
Be aware, and deliver on theory
The main obstacle to raising awareness
of diversity is the failure to understand
what it means. In my experience,
diversity has expanded to cover a range
of differences that were not evident
in this country as recently as 15 years
ago. Ireland has become a multicultural
society, prompting the need for
businesses and individuals to reassess
their understanding of diversity and
their capacity to embrace change.
While everyone is individually
responsible, the lead must come from
management. Management teams need
to send clear signals to their employees
and business partners that they welcome
and promote diversity in all its forms.
When it comes to gender equality in
particular, in an ideal world it would be
self-regulating. Even though progress
has been made, quotas are required to
achieve a balance – but they are not
required in perpetuity. If gender balance
is implemented we will find that, over
a relatively short period of time, it will
become self-sustaining.
Position your firm
as a talent magnet
Attracting difference and fostering a
culture that embraces talent diversity
is critical for organisations looking
to gain competitive advantage, foster
innovation and be a talent magnet to
the modern workforce. In PwC’s most
recent Global CEO Survey, CEOs cite
challenges in finding and recruiting
uniquely human capabilities such as
adaptability, collaboration, creativity and
empathy – all skills at the centre of being
an inclusive professional. The ability
to foster inclusiveness and manage
difference will only become more
important for both businesses and talent.
Good practice and
sound business
The promotion of equality of
opportunity and recognition of
diversity in the workplace is not
only good management practice; it
also makes sound business sense.
Valuing the full range of talents
and perspectives of our people
ensures that organisations have a
breadth of viewpoints, experiences
and intellectual skills needed to
succeed within an evolving working
environment and marketplace.
This in turn will lead to increased
innovation, engagement, customer
service and competitive advantage.
Quotas may be a
necessary evil
I’m sure there are still some people out
there who haven’t been convinced by
the business case of having a diverse
leadership and workforce, but they are
the minority at this stage. Until we see
more females on boards and at senior
level, however, we won’t be able to
inspire the next generation. This may
support the argument for quotas in the
short-term until we get a decent pipeline
for the next generation. We also need to
ensure our workplaces are supportive
of a balanced work-life regime. It’s
important that workplaces allow people
to work and have an outside life.
Aoife Flood is Senior Manager of the Global Diversity
& Inclusion programme at PwC International.
Keith Scott FCA is Business Performance Manager at
Northern Ireland Water.
Louise Kelly FCA is Audit Partner at Grant Thornton in
Northern Ireland.
www.accountancyireland.ie