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How Diversity And Inclusion Drive Business Transformation.



The business world knows that flexibility and agility are crucial for long-term success. To be agile, businesses must break through the inertia of their organizations and constantly look at ways to alter behavior to foster the development of a mindset. Strategies to change the culture include process improvement initiatives such as technology innovation centers and workshops that focus on design thinking that emphasize the notion of psychological security.

While these initiatives may have an effect, they are often constrained by the perspectives of the involved individuals. That is, the views of those requested to lead change are shaped by the constraints of rigid and inefficient ways of operation that require a change.

A true transformation will require the introduction of entirely new perspectives and experiences. This is why initiatives that promote diversity and equity (DEI) can help to create a feeling of belonging among an organization and also help to increase the agility of organizations and act as essential drivers for expansion and transformation.

Starting At The Top

We often think of inclusion and diversity primarily as gender and race. However, the absence of variety in the workplace is striking and well-documented.


In the time of the Fortune 500, for example, only 19 among the more than 1,800 chief executives named have been Black. Hispanic representation of the S&P 500’s chief executives is limited to 16 people. Women are similarly affected. Last year 41 of the CEOs listed on the Fortune list were female.

The difference is even more evident in the fields of technology and entrepreneurship. For 2022 the Forbes List includes Cloud 100 companies includes only eight women-led companies out of 100, up from six in the previous year.

What are the steps going to be involved in changing these dynamics? I have the answer to this concern from my personal experiences. In January 2022, I joined Sorenson, the Salt Lake City-based firm that creates communication tools specifically for people who are deaf or deaf and hard of hearing. White men traditionally took leadership positions.

If a new group of shareholders with a majority gained a controlling stake in Sorenson, They wanted to implement a brand new strategy for the business that included a greater focus on diversity and inclusivity. As CEO, one of my jobs was to assist in implementing those modifications.

Not Complicated

When I joined Sorenson in the early days, only one person from a different race was on Sorenson’s board. Seven of the nine members of the board are of color. People of color and women currently comprise nearly 60% of our C-suite. This is compared to a lack of persons of color and just the one executive who was female at the end of last year.


In the entire staff in the whole leadership team, 50% of the Sorenson team is now comprised of people of color, as opposed to just 3% last year. The majority of change was made within 4 to 5 months.

However, the motivation behind undergoing this massive change in such a short time was not so we could cite these numbers and be proud of ourselves. The reason to increase diversity was motivated by an imperative for business: The business needed to become more flexible, adaptable, and flexible. Mainly, Sorenson had to respond to the changing global strategy and, in turn to evolving competitive demands.

The employees we chose weren’t just the most skilled in terms of their skills and experience, but they could — due to their varied experiences and backgrounds–look at issues differently and bring fresh ideas onto the scene.

Was the transition challenging? Yes. Do some employees resist? Absolutely. A few felt at risk. Some felt that changes were viewed as a defiance of long-standing principles that had led to an effective business.

To address these challenges to address these issues, we set up the office of transformation and further developed our internal capabilities by enlisting experts from outside to help manage change. We’re working together with our teams to develop an understanding of the different cultures, their histories, cultures, and experiences, and how they can aid in our success.


Although the transition was painful, the decision to make it was not difficult. The alternative — the more difficult option — would be to reinvent the company but still act and look the same way and operate in the same manner as before.

Diversity about. Inclusion

In this regard, it’s crucial to establish the difference between diversity in the literal sense and inclusion as a concept of genuine participation and acceptance. In other words, an environment could be diverse but not inclusive. At first glance, an organization where women and minorities comprise 40 percent of the team may be considered relatively different.

The same company may be characterized by a strict, narrow-minded, “boys’ club” mindset that stifles or degrades those considered outsiders by the rulers in the culture of power. In the end, the benefits of diversity, with exposure to diverse ideas and perspectives–are drastically reduced.

For a different example, Think about those who are hard of hearing and deaf hearing who are using our services and tools. A business that provides sign language interpreters to ensure employees that are hearing or hard of hearing can communicate during meetings and presentations can be considered to be making positive progress toward diversification. If those employees can seamlessly answer questions, offer feedback and engage with colleagues, they’re better prepared to contribute positively to the company.

Whole-Brain Teams

To ensure true inclusion, Our goal as a business is to offer “functional equivalence,” or the ability to communicate on the same level as the hearing impaired. This seamless communication, in turn, can spur creativity.


Research has shown that those who are deaf and those who can hear have different learning methods in learning, processing information, seeing things, and tackling issues. Businesses facing competition need to change their operational strategies and alter customer strategies. These differences could inspire new ways of solving complex problems.

The idea of functional equivalence — and acceptance must be applied in any endeavor that promotes diversity and inclusiveness. With a clear, deliberate and deliberate approach, leaders in the business world can take action to ensure that the voices of different people and perspectives are considered and heard. Additionally, they can establish incredibly diverse “whole-brain” teams that integrate analytical minds with creative ones to develop new ideas for disruptive business models.

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Business leaders say rate hikes must not slow growth.



Business leaders across the UK are betting the hopes of incentives that will boost growth included in the Autumn Statement later in the month, following that the Bank of England raised interest rates by three percent on Thursday.

‘Short-term pain for long-term growth prospects

Andrew Bailey, the Bank of England Governor, claimed the increase was necessary to combat global inflation, as he warned of an extended, but not a deep downturn in the UK.

“This is a difficult time,” Mr. Bailey declared. “There is no easy outcome. It would be worse later on if we do not act forcefully now.”

The Chancellor of the Treasury, Jeremy Hunt, said the bank’s decision to increase interest rates was a reflection of the actions worldwide as countries confronted “the enemy” of high inflation, triggered by the conflict within Ukraine along with the Covid-19 epidemic.


“The most important thing the British government can do right now is to restore stability, sort out our public finances, and get debt falling so that interest rate rises are kept as low as possible,” said the official. Declared.

“Sound finances and a steady economy are the most effective ways to ensure low mortgage interest rates and more employment in the long run and continue to grow. There are no simple options, and we’ll have to make tough decisions regarding tax and spending to reach that.”

Businesses require protections for growth and stability

However, David Bharier, Head of Research at the British Chambers of Commerce (BCC), stated that although the increase in the introductory rate came as not surprising, he noted that the increase was “a very blunt instrument to control inflation that is largely the result of global factors.”

He said: “This is further bad news for companies that find themselves caught between increasing costs for energy, raw materials, and borrowing, as well as a weakening consumer demand.

“With the Chancellor and the Prime Minister both saying they believe the autumn Statement will likely lead to spending cuts and tax increases, companies are highly concerned about what’s to come.


“It is crucial that the Government sets out a long-term plan that stabilizes the economy and focuses on growth.”

Alpesh Paleja, Lead Economist at the Confederation of British Industry (CBI), has urged that the actions in the Autumn Statement would protect the investment and capital expenditure opportunities for companies.

He added that”bumper” rate rises underscored the magnitude of inflation. “bumper” rate rises highlighted the importance of the challenge to inflation.

However, he said: “With monetary policy focused on tackling the issue of inflation, the primary goal of the government should be to strengthen market confidence in the country’s reputation for stability. However, growth and fiscal sustainability should be a different options.

“The Autumn Statement should learn from the mistakes of the past decade: fiscal sustainability and boosting trend growth are top priorities. In addition to protecting the most vulnerable the public, the government should protect capital expenditure and allowances for investment to allow the private sector to invest in propelling the future of growth.”


Is inflation expected to peak by 2023?

Kitty Ussher, Chief Economist of the Institute of Directors, said the research conducted by her organization showed that business leaders believed inflation would rise next spring.

“Today’s inflation rate that follows expectations is why it is the most favorable alternative to hold inflation expectations at a lower level for general macroeconomic stability.

“In the long run, stabilizing prices provide the most critical factor in an operating environment that is healthy for businesses.

“Of course, increasing prices for loans reduces investment by businesses, which chokes off growth. As we approach the new year, The Bank of England needs to be mindful not to go overboard in its reaction, which could lead to a more prolonged decline in demand that is unnecessary.”

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10 Extremely Important Things Every Business Owner Should Know Before Starting Up.



Are you thinking of starting your own business? You must be aware of this! There are numerous lessons every business owner must be mindful of before starting their venture, and no blog post can be comprehensive enough to cover the entire list. We’ve tried our best. Here are only 10 of the most crucial lessons you need to know.

10 Extremely Important Things Every Business Owner Should Know Before Starting Up

1. It’s more challenging than you’d imagine.

Every business owner believes it will be more straightforward than it is. Imagine how challenging it will be, and then anticipate it to be 10 times more difficult. Make sure you’ve got enough drive to fight through it.

2. Reviews are crucial

Reviewing your business is essential to stand out on search engine results pages and directory listing websites. This is why it’s worthwhile to learn how to increase the number of reviews before starting.

3. You must wear a variety of types of hats

If you’re in charge of an enterprise, you’ll have to accomplish far more than the tasks you had to do while employed by a different company. You’re expected to supervise employees, manage customer service, and be on top of the financials.


4. It’s lonely

It’s lonely up there. If a different company employs you, a distinct bonding helps you go through the days. If you’re managing the business by yourself, you can no longer discuss your problems with your colleagues and be adamant about what an annoyance your boss is.

5. The laws are complex

One of the most common mistakes that new business owners are to believe they will be able to learn about pertinent laws and regulations on the go. The issue with this method is that strange and unusual laws exist that can weed the business owner out and result in an enormous penalty.

6. Insurance is critical.

You must obtain insurance for your company to avoid ending up in difficulties if things go wrong. There are even requirements to carry insurance in some areas, and you could be subject to penalties for failing to do it.

7. It is essential to invest shortly

If you’re a business owner, you are responsible for putting money into the future by setting aside funds to pay taxes and invest in the latest technology as and when required. Investing your cash now is better if you want to pay dividends shortly.

8. It’s who you are.

It’s not the things you know. It’s what you know. This is undoubtedly true in the business world, and that’s why it’s crucial to devote at minimum some time to creating connections and networks before you begin.


9. Setting goals is crucial.

Setting goals is crucial and, in fact, more critical than people believe it to be. This is because you require plans if you’re seeking to achieve something, and SMART goals, specifically, can aid your business to succeed.

10. It’s the most rewarding choice you’ll ever make

Although it may be challenging to establish your own business doesn’t mean that you should not take the initiative. It takes work to start a business; should you be determined to begin your own business, consider doing it. Make sure you have a realistic understanding of what you’re about to get.


Once you’ve learned some of the fundamentals, you’ll need to know to begin your successful business. Now it’s your turn to apply them in your own business. The positive thing is that you’re likely to be as prepared as possible.

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8 Positive Ways to Counter Pushback on Your New Business Ideas.



You need to use a different method if your work ideas are frequently ignored or disregarded.

One of the most frequent complaints I receive from business professionals who are engaged in that their innovative ideas, concepts, and suggestions for change are often rejected or criticized without an analysis.

As a result, fewer and fewer innovative ideas are offered by potential executives and key team members. The company suffers from low customer satisfaction or losing market share.

These ideas could be simple, like launching an advertising campaign to boost sales on an item that has been stalled. They could also be an outright move or an enormous strategy to purchase Netflix and add to an already successful Blockbuster renting DVDs. The issue is for the executives to truly listen to their teams and the markets while allowing each person on the team to be aware of any pushback and respond appropriately.


As the advisor or mentor, I’ve experienced the negative responses of many. Below is a list of the most commonly encountered ones; I’ve added my suggestions and comments from other professionals on ways to combat them, increase your credibility, and become more effective:

1. How we implement it doesn’t fit how we conduct business.

This argument does not challenge the notion; however, it does show a general resistance to change. Your task is to present examples of innovative businesses that have managed to stay ahead of their competitors by implementing different methods. Consider enlisting outside assistance from consultants and advisors to overcome the obstacles.

2. It is widely believed that this concept was tested and unsuccessful.

Your task is to separate this scenario or the proposed plan’s particulars from other implementations that have been implemented before you. Discover different scenarios which have resulted in success, or explain how the context or the competition has been altered to lessen the chance of failure.

3. Your idea has unpredictable adverse side effects.

This implies that you will require more details to counteract the anticipated fears. In this case, reduce your focus should you be able to record the specifics of the impacts, costs, and value—document how your implementation plan will include countermeasures to mitigate potential adverse consequences.

4. The proposal is deemed to be too risky.

Instead of trying to convince yourself to claim that risk is low. Instead, it would help if you focused on evaluating the possible reward. Make your investigation and collect evidence instead of arguing by expressing emotions and feelings. Expert advice from experts outside and actual customers can boost your credibility.


Furthermore, you should remind your managers that ignoring the issue also carries the possibility of losing out to new customers and competitors. Demands. They must know the distinction between intelligent risks that can be controlled and the risk of unresolved ones.

5. The suggestion won’t produce desired outcomes.

The most effective way to deal with this issue is to design an experiment that will show at least a tiny improvement in the direction you want to go. Demonstrate to your clients that the effort and the resources required to conduct a trial can be managed and that the results could be worthwhile. Smaller, infrequent experiments can be scaled up to achieve success.

In reality, Jeff Bezos of Amazon attributes a large portion of Amazon’s expansion and growth to the incentive of regular changes. Bezos thinks that when you can double the number of experiments you conduct, you’ll increase the speed of your experiments and surpass your competitors.

6. You need to gain domain experience to establish credibility.

The best way to counter this critique is to research using third-party resources to discover similar ideas that have positively impacted related fields and seek expert approval to help your thoughts. If you are concerned about a threat to your leadership, you can ask to engage outside experts in the domain.

7. We need the funds to make any significant changes.

The budget or the present situation of your business for not considering fresh ideas is not a valid excuse. Your answer should be a rational, not an emotional, evaluation of the cost against the benefit of your vision. Make sure that costs can be controlled and return on investment is quick.


8. Your idea is resisted by those who have a hidden motive.

The best approach is to expose the underlying motives of the incident without being defensive or letting your emotions take over. Please use your relationships with leaders you trust to emphasize the value of your relationship with customers and the business, expose secret agendas, and ask leaders to support them.

I believe that a constant flow of fresh business ideas and improvements is the key to long-term success in business and career expansion, so don’t quit pushing your ideas forward and tailoring your sales strategies to counter typical adverse reactions and pushback. True business leaders will be open to ideas and appreciate your contribution to a long-term, sustainable business.

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