Inclusion and diversity in the NHS: let’s be bigger and bolder This week marks NHS Employers’ Equality, Diversity and Human Rights Week. In the past year, the NHS has started to make progress in this area, particularly in terms of raising awareness – a crucial first step. However, measuring diversity and setting quotas are not ends in themselves; they are part of the progression towards inclusive, successful organisations and cultures of high-quality care.
There is increasing evidence that a diverse, inclusive workforce can bring economic and strategic advantages. McKinsey’s Diversity matters report makes the case that diversity is business-critical and no longer about piecemeal policies, one-off interventions and well-intentioned recruitment drives. Diverse companies, it says, are ‘better able to win top talent, improve their customer experience, improve employee satisfaction and decision-making, leading to a virtuous cycle on increasing returns'.
There is increasing evidence that a diverse, inclusive workforce can bring economic and strategic advantages. McKinsey’s Diversity matters report makes the case that diversity is business-critical and no longer about piecemeal policies, one-off interventions and well-intentioned recruitment drives. Diverse companies, it says, are ‘better able to win top talent, improve their customer experience, improve employee satisfaction and decision-making, leading to a virtuous cycle on increasing returns'.