COMMENT
Better together Diversity is much more than a tick box exercise – and if it is done well, it can ensure all employees reach their potential and improve a business’ bottom line. What’s not to love?
Diversity is viewed by some people as a pejorative term these days – as a box to be ticked for political correctness or (ugh) woke purposes. But that is to fundamentally miss the point of having a diverse workforce – and miss out on the chance of having a better workforce and stronger bottom line as a result. Having a diverse workforce – whether that is through age, gender, ethnicity, nationality or disability – brings many benefits to a business. For instance, a diverse workforce – with the plurality of thinking, as well as different life experiences – can bring in new ideas and different perspectives on issues and problems. This can then translate into product development or sales into new areas or locations that hadn’t been accessed before – which all helps the bottom line. Diversity extends to helping employees with disabilities and neurodiversity. For instance, TD SYNNEX has recently launched its ‘Limitless’ business resource group, which is dedicated to ensuing that all co-workers with disabilities and neurodiverse conditions such as autism feel comfortable and welcome (see news p7). It’s a great initiative, which aims to ensure employees with disabilities have the same opportunities as their non-disabled peers and perform to their best of their abilities. It makes sense all round. Why would a business not help its employees to reach
their potential? People with disabilities or neurodiverse conditions can bring just as much to a role as anyone else. And surely ensuring all employees are working as hard as possible is what all employers want? Employers don’t have to do much to help their employees with disabilities to reach their potential – and it doesn’t have to cost a lot either. Often small adjustments to a person’s working arrangements can make a big difference to them and help them to reach their potential. All this should hopefully provide a good argument for diversity – and I imagine plenty of you are nodding along to this column and already do this. But for those who don’t: there is no reason not to, it isn’t difficult to do, and it could help your business to grow. The channel is always changing, and diversity of the workforce is another evolution that should happen to ensure its prosperity going forward. As always, this issue is packed with features and advice, from print management software to label printers in warehouses and distribution centres. I hope you enjoy the issue. I always like to hear feedback on what is – or isn’t – covered in the magazine, so please drop me a line at dan@printinthechannel.com – likewise if you want to get involved in editorial in the future.
Dan Parton
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