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Cultural Diversity factor
Break all limits and found the best solutions for your organization and remove problems and other bad things. You don’t like surprises, or improper termsas not unrealistic conditions. Compare all programs and choose now to start correctly.
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Human and universal paradigm
Where does knowledge come from and who can bring new perspectives in a globalized and interrelated world? there are no limits, only better opportunities for growth.
MI reinforces the link between diversity and company financial performance—and suggests how organizations can craft better inclusion strategies for a competitive edge. And companies are still uncertain about how they can most effectively use diversity and inclusion to support their growth and value-creation goals –
Defined as a greater proportion of women and a more mixed ethnic and cultural composition in the leadership of large companies—and company financial outperformance-(in terms of earnings before interest and taxes, or EBIT).
MI needs delivering impact through diversity for you. Our exprience confirms that gender, ethnic, and cultural diversity, particularly within executive teams, continue to be correlated to financial performance across multiple countries worldwide. In our 2015 report, our hypotheses about what drives this correlation were that more diverse companies are better able to attract top talent; to improve their customer orientation, employee satisfaction, new opportunities, and decision making;
Companies increasingly recognize that commitment to inclusion and diversity starts at the top, with many companies publicly committing to an I&D agenda. Leading companies go further, cascading this commitment throughout their organizations, particularly to middle management. They promote ownership by their core businesses, encourage role modeling, hold their executives and managers to account, and ensure efforts are sufficiently resourced and supported centrally.
Top-performing companies invest in internal research to understand which specific strategies best support their business-growth priorities. Such strategies include attracting and retaining the right talent and strengthening decision-making capabilities. Leading companies also identify the mix of inherent traits (such as ethnicity) and acquired traits (such as educational background and experience) that are most relevant for their organization, using advanced business and people analytics.
Leading companies use targeted thinking to prioritize the I&D initiatives in which they invest, and they ensure there is alignment with the overall growth strategy. They recognize the necessity of building an inclusive organizational culture, and they use a combination of “hard” and “soft” wiring to create a coherent narrative and program that resonates with employees and stakeholders, helping to drive sustainable change.
People, cultural and gender integration, climate change,….
- Companies with greater ethnic diversity and gender has best expectations 33%
- Superior performance 35%
- A gain of creative potential 46%