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Home > Inside Out Security > How Diversity & Inclusion Drives Innovation and Market Growth (Part Two)
Podcast: Inside Out Security
Episode:

How Diversity & Inclusion Drives Innovation and Market Growth (Part Two)
Category: Technology
Duration: 00:13:15
Publish Date: 2018-06-22 07:00:00
Description:

In part two of my interview with Allison F. Avery, a Senior Diversity & Inclusion Specialist at NYU Langone Medical Center, she clarified common misconceptions about Diversity & Inclusion (D&I) and offered a framework and methodology to implement D&I. She reminded me, “You should not be doing diversity for diversity sake.”

I’ve put together a few interview highlights below. By the way - they’re perfect for cutting-and-pasting into an email to your company’s HR executives and other C-levels!

On Recruitment Practices: Hire for Diversity or Skillset?

I’m going to challenge your question because thinking in that way dichotomizes two very critical ideas. It feeds into this mythology that diversity is lowering standards or is a compromise.

If a candidate has potential, capacity, ability and aptitude to learn new skills and someone you want to invest in - hire her. Don't just look at people that have the hard skills today. Business climates are always changing and you need someone who is flexible to those changes. If you just look at just diversity or just skill, that’s not the model you would want.

On the Benefits of Diversity & Inclusion

If you truly understand Diversity & Inclusion appropriately, and know the actual benefits – i.e. better financial gains, better product and software development, new niche markets developed, greater capacity, enhanced creativity, better innovation. When you really understand that, it benefits everyone.

Albeit – it might make things more challenging. Because the more diversity, the more challenging things are and you have to work a little bit harder. But it really should pay dividends, make your company more lucrative, and the people who work there would and should benefit from that.
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