DiSC as a tool to accommodate diversity and promote inclusion

Sep 15, 2022

Companies are increasingly working strategically towards diversity and inclusion due to a paramount need to include its employees and accommodate diversity in the workplace. This creates a workplace that removes the unconscious barriers that can arise in a team or in an entire organisation.

According to an article by the Confederation of Danish Industry, this has 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 the organisational culture”.

A diverse and inclusive workplace

For many companies, addressing diversity and inclusion has become part of the agenda and these issues have largely become an integral part of how companies operate and are run. A focus on diversity and inclusion helps to ensure a diverse and inclusive workplace and creates a positive basis for continuous development.

“Diversity is a resource that can contribute to the development, success and growth of companies. It is about developing and using the different skills of employees to benefit the business and the individual”, it is stated in an article by the Confederation of Danish Industry.

Diversity and inclusion are therefore significant elements in a company’s success – both internally and externally – and it also contributes to an inclusive labour market. It also helps to future-proof an organisation because companies that do not make efforts in this area naturally fall behind.

DiSC as a development tool for diversity and inclusion

People & Performance offers a range of DiSC tools to help companies improve or launch initiatives related to diversity and inclusion. In particular, Everything DiSC Workplace is a product that focuses on relational development among employees in a workplace. Everything DiSC Workplace can thus be used as a helping hand to create inclusion and a better understanding of diversity among employees.

“Often, as humans, we will think that what we do is right and what other people do seem a little 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 perspectives 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 employees’ preferences in relation to diversity and inclusion. This ultimately creates an inclusive and diverse workplace where understanding differences creates growth:

“Differences can be a constraint. DiSC can be a benefit as it helps us understand why people clash or fit together. Through DiSC, diversity can be used for possible growth”, says Jesper Staack Krab, partner in People & Performance.

The company benefits from a focus on diversity and inclusion

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. The study thus shows that greater representation increases the likelihood of outperforming companies with less diverse representation. This highlights the benefit of a diverse workplace as it has a direct effect on a firm’s performance and competitiveness:

“Diversity and variety can enhance the competitiveness of companies. New business ideas can emerge when exploiting the resources and different knowledge that a diverse workforce possesses, for example in understanding different types of customers and in decoding new markets and thereby capturing market share”, it is stated in an article by the Confederation of Danish Industry.

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

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