Why Corporate Organisations should use Ancestry Atlas

Using Ancestry Atlas to collect data on your organization can help you reveal your diversity and inclusion potential with greater precision and confidence. Numerous studies demonstrate that a diverse and inclusive workforce provides many advantages for organizations.

What does diversity and inclusion bring to an organization?

  • Higher management team performance: Managements with a high degree of knowledge-based diversity generally achieve higher management team performance (Rodan & Galunic, 2004).
  • Higher achieving teams: Management teams possessing high cultural intelligence gained through ethnic and national diversity are higher achievers (Groves & Feyerherm, 2011).
  • Attracting new talent: New generations are attracted by companies with a diverse profile: 60% of candidates in a StepStone study from 2013 responded that it is ‘very important’ or ‘important’ that their workplace is inclusive regardless of nationality, religion, sexual orientation, gender and disability.
  • Innovation: Harvard Business Review published a study showing how diversity in leadership both unlocks innovation and drives market growth (Hewlett, Marshall & Sherbin, 2013) Studies also demonstrate that the more diverse organisations are, the greater their prospects of taking out new patents, resolving complex problems and realising innovations (Justesen, 2015). In their meta-study, Stahl, Maznevski, Voigt & Johnson (2009) demonstrate that diverse teams are more innovative and come in on-budget and on-time.
  • Insight into the market: As noted by Justesen (2015), diversity, especially of gender, yields brighter ideas, more perspectives and deeper insights into the market, which allow good services to be adjusted to the target audience. A Gallup study from 2014 of 800 business units within two large service enterprises, revealed that the diverse units earned 19% more than non-diverse units. Diversely composed management result in a more customer-oriented organisation (Hewlett, Marshall & Sherbin, 2013; McKinsey, 2015).
  • Engagement and inclusion are intertwined. A study found that engagement is an outcome of diversity and inclusion. Whilst those who feel highly included in a workplace with a low commitment to diversity are more engaged (67%) compared to those in a workplace with high diversity and low levels of inclusion (20%), it is the combined focus on diversity and inclusion which delivers the highest levels of engagement (91%).

From: Deloitte and ISS