DiSC as a tool to accommodate diversity and promote inclusion

When companies prioritise creating a diverse and inclusive workplace, they also remove the unconscious barriers that can arise in a team or an entire organisation. This creates the conditions for a better culture and performance.

Companies are increasingly working strategically towards diversity in the workplace due to an overriding need to include employees and accommodate diversity – and with good reason. Diversity and inclusion in the workplace not only improve cohesion, but also strengthen a company’s competitiveness.

Embed diversity and inclusion in the workplace and get results

Diversity and inclusion are often mentioned interchangeably, and although the two concepts are related, they cover two different issues.

When companies work with diversity, the aim is to create a diverse workplace with employees who reflect the society and market in which the company operates. Inclusion, on the other hand, is about creating a workplace where different groups are included in an equal community.

When companies manage to promote both diversity and inclusion in the workplace, there can be clear benefits. According to an article by the Confederation of Danish Industry, diversity and inclusion in the workplace have a major impact on structural, process-oriented and cultural aspects:

“Working with diversity and inclusion in the workplace can be both demanding and complex, but with a few adjustments to your existing structures and processes, you can make a big impact, including on organisational culture”.

Prioritise diversity in the workplace

For many companies, addressing diversity and inclusion has become part of the agenda and these issues have become very much an integral part of how companies operate and run.

A focus on diversity and inclusion helps to ensure a diverse and inclusive workplace and creates a positive foundation for continuous development.

“Diversity is a resource that can contribute to the development, success and growth of companies. It is about developing and making use of the different skills of employees for the benefit of the business and the individual employee”, an article by the Confederation of Danish Industry states.

Diversity and inclusion are therefore important elements of a company’s success – both internally and externally – and it also contributes to an inclusive labour market.

Diversity in the workplace helps to future-proof an organisation, because companies that do not make an effort in this area naturally fall behind.

Diversity and inclusion in the workplace provide competitive advantages

A 2019 study by McKinsey found that companies with more than 30% female leaders are more likely to outperform companies with 10-30% female leaders.

Greater representation thus increases the likelihood of outperforming firms with less diverse representation. This highlights the benefits of diversity in the workplace, as diversity has a direct effect on a company’s performance and competitiveness:

“Diversity and difference can strengthen the competitiveness of companies. New business ideas can emerge when the resources and diverse knowledge of a diverse workforce are harnessed, for example to understand different types of customers and to decode new markets and thereby capture market share”, the article by the Confederation of Danish Industry states.

From a People & Performance perspective, knowledge about other profiles “provides an understanding of differences and thus a better basis for collaboration”, says Marianne Duelund Frahm, senior consultant at People & Performance.

Promote diversity and inclusion in the workplace with DiSC

People & Performance offers a range of DiSC tools to help companies improve or launch initiatives related to diversity and inclusion.

With tools like Everything DiSC Workplace, you can focus on relational development among employees in the workplace. In this way, Everything DiSC Workplace can be used to help create inclusion and a better understanding of diversity among employees.

“Often, as humans, we will think that what we do is right and what others do seem a bit wrong. When we then gain insight into how we and others are wired, it allows us to use our differences as a strength. We see into new angles and learn more about our tasks and cooperation. The differences have gone from being frustrating to being a strength”, says Jesper Staack Krab, partner in People & Performance.

In this way, DiSC can act as an inclusive tool that focuses on training staff preferences in relation to diversity and inclusion. This ultimately creates an inclusive and diverse workplace, where understanding differences fosters growth:

“Differences can be a limitation. DiSC can be an advantage as it helps us understand why people clash or are connected. Through DiSC you can use diversity for possible growth”, says Jesper Staack Krab, partner in People & Performance.