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Let's invest in the growth of agricultural enterprises so they become engines of impact that transform rural communities.
I oversee our company's finance functions, including accounting, financial planning & analysis, treasury, and investor relations. I also lead our global information technology operations, ensuring our global staff have the right systems and tools to efficiently and effectively execute on our mission across America, Africa, and Southeast Asia. What I love about my work is the challenge of building a best-in-class operating platform that supports the unique needs of a non-profit organization, a non-bank financial institution, and an entrepreneurial enterprise pioneering new ways to improve rural communities around the world. I have worked for a combination of non-profit, for-profit, and public sector organizations that shared the common thread of working to harness the power of the global economic growth to promote shared prosperity. I hold an M.B.A. and an M.S. in information systems from Boston University and a B.A. in political science.
Can diversity be bad for business?
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Caroline.Hall followed this discussion
Research has shown diversity alone is harmful for individuals and organisations. It has been linked to lower revenue, slower decision making, increased conflict, absenteeism and missed opportunities. Diversity comes in all different shapes and sizes and differences can include visible and non-visible factors. Whether that’s background, culture, personality, work-style, size, accent, or language. Or personal characteristics like age, disability, gender reassignment, race, religion and sexual orientation.
In what ways can diversity in the workplace negatively impact the working environment?
jameson.collins followed this discussion
Diversity doesn’t work without inclusivity. You can have the most diverse work force but if your employees haven’t developed a mind-set of inclusion, you will have an environment where people feel unable to embrace their uniqueness. Inclusion requires people to change their beliefs and attitudes, which is why it is so difficult, yet so powerful when successful.
It’s no good simply paying lip service to diversity – the company needs to support its employees and take action to make sure it creates mutual understanding and respect within the business. An open door policy is sometimes not good enough – you have to be proactive, talk to people and ask them questions.
People from different ethnic or cultural backgrounds can have very varying opinions concerning religion, lifestyle and politics that can lead to tension and conflict in a work environment. And when your work involves trusting other people with your life, this could present a huge problem.
People from different ethnic or cultural backgrounds can have very varying opinions concerning religion, lifestyle and politics that can lead to tension and conflict in a work environment. And when your work involves trusting other people with your life, this could present a huge problem.
According to a 2007 study by political scientist Robert Putnam, there is a strong positive relationship between interracial trust and ethnic homogeneity. His study showed that the less diverse your community is, the more likely you are to trust the people in it who are different from you. And the more ethnically diverse the people you live around are, the less you trust them.
It doesn't always have to be a problem - By understanding that even though everyone may be different, they all have a similar goal: to win - it can only be onward and upwards from there.
While working in diverse teams can improve productivity, innovation and creativity, without inclusion and understanding diversity will fail.
Diversity in the workplace is far more complex than applying good and bad labels and often has both positive and negative effects. A potential benefit is an increase in creativity but potential challenges include an increase in conflicts and a breakdown in communication.
Apart from the usual training, an organization must invest in seminars, programs and lectures designed to promote diversity in the workplace. That's an extra cost to consider
Problems often arise when corporations limit their perspectives of diversity to the traditional demographic differences of gender, race, and nationality. This is paint by numbers diversification that misses the mark in our increasingly global society. Organizations should account for other important demographic differences (e.g., disability, religion, sexual orientation), cultural/psychological differences (e.g., communication style), and business-related differences (e.g., areas of expertise, tenure) that can be harnessed to capture new ways of thinking and problem-solving that can benefit the organizations.
Of course, there are challenges and the potential for interpersonal conflict and communications problems that come with diversity.
Diversity can be amazing. It can bring in new ideas, it can allow for those with differing experiences to work and come together to solve problems. Teams with diverse backgrounds know how to motivate large groups and can be profitable in different ways. If you are too similar your thinking can be circular. However, diversity can be bad for business when the company is just being diverse to check off a box in the political or social agenda. I see a lot of companies simply hiring those of other religions, genders, races to have a certain proportion or percentage. When hiring isn't solely based on a job well done, well....that is a mistake.
When employees do not accept other cultures, they are likely to compete against each other, rather than become collaborative members of a team.
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Throw language barriers and different styles into the mix, and coworkers can find a real struggle.
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