Diversity and systemic change

Diversity and systemic change

Diversity and Inclusion (D&I) is often presented as something organisations need to include in our guidelines to check an invisible box of mandatory good practices. If that’s the reason why you are doing it, maybe you should take a step back and start again.
Continue Reading Diversity and systemic change

Diversity and systemic change

By Cláudia Pedra I Stone Soup Managing Partner
Photo by Tim Mossholder I Unsplash 

March 21st 2021

D&I issues should be at the backbone of every organisation. Not because it is “good to have”, not because it is selling point, not because someone said you should do it. We should do it, because it is good organisational practice and everyone inside your organisation and outside it will benefit from it. You need not to take my word on it. There is much research proving it. What is clear, though, is that this will not work if there is just a single (or a small) group of diversity and inclusion champions. The whole organisation has to buy in to the concept and understand how important it is. 

D&I brings so much added value that it is difficult to summarise! There are some benefits that may be a bit more obvious: the richness of having different perspectives to build your critical thinking, the plethora of skills that come from different backgrounds, increase and creativity and innovation (Josh Bersin’s research). Maybe less known is the fact that it helps in problem-solving (Harvard Business Review) and decision-making, as diversity brings together people with different characteristics, work and life experiences, so more able to design alternative and interesting solutions. Human resources experts have also shown a direct link between D&I and employee engagement, motivation and retention, as a diverse working environment is a better place to work overall.

For those that are still not convinced, a couple of arguments more.  D&I can lead to increased profits (McKinsey research) and increased reputation. Organisations that are dedicated to building and promoting diversity in the workplace are seen as good organisations, from the consumer point of view, and credible partners for new market ventures and expansion.

But going back to the why. Truly reflect if your organisation is working on D&I for the right reasons. Understand the deep and long-term effects on your organisation and society, that come from good D&I policies and practices. Understand that you can provoke systemic change, by changing your organisation.

Stone Soup Consulting is a member of the EU Diversity Charter, has had D&I at its core and is now launching its Diversity and Inclusion Policy. We are striving to improve our practices and realise our vision. We invite you to join us in this journey.

Cláudia Pedra

Managing Partner


Stone Soup’s Diversity and Inclusion Vision

Stone Soup Consulting believes in treating all people with respect and dignity. We strive to create and foster a supportive and understanding environment in which all individuals realise their maximum potential within the company, regardless of their differences. This vision is directly related to the overall vision and mission of the company.

At Stone Soup we do everything in our power to treat all community members fairly and equally. Selection for employment/ service provision, promotion, training or any other benefit are on the basis of aptitude and ability. All community members are helped and encouraged to develop their full potential and we make every effort to fully apply the talents and resources of our human capital to maximise the efficiency and effectiveness of the organisation.

Stone Soup