This statement was backed up by a presentation at the conference from Robyn Hart who is a senior consultant with Gallup Consulting. The research investigated gender differences and making money in businesses. Hundreds of companies were looked at showed that having a diverse workforce can help lead to more engaged employees.
So how engaged are employees in New Zealand? Kari Scrimshaw is a principal consultant from Right Management who confirmed that only a third of staff are working really hard in their job. An issue, especially in the public sector, is that managers are not dealing with work place changes very well and this has a negative effect on staff. Basically that means many plan to leave their jobs.
Research into some of Germany's top employers has revealed that using anonymous job application forms with the absence of details on age, gender and marital/family status, considerably increased the chances of women and immigrants getting to interview stage. The report found that discrimination is most likely to occur during the initial stages of recruitment. The irony being that anonymous applications may serve to be a hindrance for those organisations wanting to consciously boost diversity in the workplace.
A strong business case for diversity is made in McKinsey's latest research findings which links top performing organisations to those with more diverse senior management teams.
The report surveyed 180 publicly listed organisations in France, Germany, the UK and US from 2008 and 2010, looking at executive board composition, returns on equity (ROE) and margins on earnings before interest and tax (EBIT). Diversity was measured according to company data on how many women and foreign nationals were represented on senior teams. The findings show companies that ranked in the upper quartile for diversity at board level reported ROEs that were 53% higher on average than for those in the bottom quartile.