Supporting diverse teams means there is no “one size fits all”

The conclusions of McKinsey’s “Diversity matters even more” report published at the end of 2023 were predictable: companies committed to diversity and inclusion perform significantly better than those businesses which are not.

Achieving these advantageous business outcomes, however, requires more than merely hiring a diverse workforce and expecting them to drive success independently. It is often overlooked that diverse teams (including but not limited to cultural, age, gender, ethnic, and neurodiversity) have correspondingly diverse needs, which must be addressed if businesses wish to realise the benefits.

McKinsey’s report highlights a strong correlation between diversity in influential company leadership roles and a positive impact across the workforce. While it is vital that leadership figures come from diverse backgrounds, it is equally important that these leaders adopt appropriately diverse leadership practices. But what do those practices look like?

Finding your workforce’s unique strengths

According to Perkbox Vivup’s research, 25% of British managers report their team members have become more demanding over the past year. This development is positive, as it encourages team members to articulate their needs. Managers who attentively respond to these needs can subsequently adjust their management style to better suit each individual. Ultimately, the whole team benefits from this as it reduces frustrations and increases feeling among employees of being individually valued; in turn, this will improve employee engagement and drive productivity.

Putting this into work requires recognising that each team member has unique strengths and career aspirations. But what does that work entail?

It begins with mindful listening. This goes beyond merely hearing words; it requires being fully present, setting aside distractions, and showing genuine interest in understanding what an employee is saying – not just verbally, but through non-verbal cues as well.

Employees often hesitate to voice their concerns, preferences, or aspirations out of fear of judgement or the belief that their input won’t lead to meaningful change. This is why managers must cultivate an environment where open and honest communication is encouraged and rewarded.

A proactive approach to mindful listening starts with creating intentional opportunities for dialogue. Managers should regularly check in with their team members through one-on-one meetings or informal conversations. These touchpoints can be transformative when framed with open-ended questions such as, “What’s been on your mind lately?” or “What would help you feel more supported?” Questions like these signal a genuine willingness to understand and act on employees’ thoughts and feelings.

With the understanding managers gain from these sessions, they can then craft development plans catered to individual goals and provide tailored opportunities for growth and advancement. Moreover, providing one-on-one feedback sessions focusing on the individual’s contributions and areas for improvement ensures feedback is both relevant and actionable.

Finding meaning for every employee

Perks, benefits and wellbeing solutions also have an important role to play in ensuring employees feel individually valued. Businesses should be consistently assessing their offering, to check it effectively recognises great behaviour, achievement and milestones, but also gives employees choice of what is meaningful to them. They should be asking themselves: is what they offer still relevant to their employees? Does it provide a seamless experience no matter where they access the platform? And does it effectively support teams’ mental, physical and financial wellbeing?

Investing in the right package will mean employees feel supported and recognised. In turn, keeping them engaged and motivated. Further, it’s critical that perks and benefits are personalised. Even though it may seem small, offering choice can make a huge difference to the impact the perks and benefits have, ultimately enabling employees to protect the moments that matter to them.

After confirming these basics, businesses should consider whether employees have a full understanding of the range of perks and benefits available and how these could enhance their experience. Many may not fully utilise what’s on offer simply due to a lack of awareness. This could present an opportunity to provide ongoing education, support, and communication.

Delivering long-term value

Fostering a truly inclusive and high-performing workplace requires more than just recruiting a diverse workforce; it calls for a commitment to recognising and meeting the diverse needs of every team member. By embracing individual strengths, supporting personal development, and offering perks and benefits that resonate on a personal level, businesses can create an environment where employees feel genuinely valued.

This personalised approach not only enhances employee engagement and motivation but also drives productivity, loyalty, and overall organisational success. As McKinsey’s report demonstrates, diversity, when backed by supportive and inclusive leadership, can lead to measurable business benefits. For companies aiming to stay competitive, investing in these practices is not only beneficial but essential.