S P E C I A L F E ATURE THE CHALLENGES AND BENEFITS OF DIVERSITY THREE PERSPECTIVES AULINA MITHAL SOOD, DIRECTOR OF STAR WORLDWIDE IN INDIA AND FIDI BOARD MEMBER JUAN GUILLERMO DAZ, PRESIDENT OF INTRAMAR SHIPPING AND FIDI 39 CLUB BOARD MEMBER VALENCIA CULBREATH, GRAEBELS GLOBAL HEAD OF DEI Inclusion and diversity requires effort its not always easy Aulina Mithal Sood, Director of Star Worldwide in India, says the concept of diversity is inherent in nature and in Hindu culture, too. Hindu mythology and religion are filled with stories about all kinds of beings. Many of the gods of worship are not only man and woman but also animals, waterbodies, trees, and plants that give life. She adds that, accordingly, the history of India provides many examples of diversity, including important and trustworthy positions held by transgender people in the Kingdom of Indian Rulers, and, since independence, a woman prime minister, two female presidents (current president Droupadi Murmu is a woman from a tribal community). Ensuring your business is equipped for diversity only has advantages, she says. Having groups of people spanning different cultures, languages, religious beliefs, gender, age and so on, means having a larger knowledge bank at your disposal, she says. This means having more solutions and experience to manage all kinds of customers which is essential in moving. However, inclusion and diversity requires effort, she says, and often a change in preconceived thinking, which is not always easy. There may be resistance, even hostility, from current employees, so education about the benefits of diversity is essential, she says. Business owners should invest in workshops to sensitise their staff and create a support system to ensure success of such changes. And in the long run, employees and businesses will progress better due to the diversification of their HR. Acting local creates global change Juan Guillermo Daz, President of Intramar Shipping in Colombia, says the process of globalisation, in bringing humans closer together has highlighted differences between cultures and traditions. He says: Diversity and inclusion is naturally an area of controversy, because of the distinct viewpoints, religions, customs, histories, etc, that have shaped the different human communities all around the world. Indeed, the very meaning of the term may vary considerably around the world, he says. Accordingly, while we should be working to universal principles creating a world where every human has a right to be an active member of society in implementing these, we must be very respectful of regional and local cultures. Acting at the local level in this way creates a bottom-up pressure to change things for the better on the global scale. Guillermo Daz says the process needs to start with safe communication spaces where people can discuss this sensitive topic and applauds FIDI for its work in tackling the issue to date. Next comes the implementation and policy formation, with the eventual goal of achieving a shift in the consciousness of people in every industry, including this one. He concludes with a summary of the real advantages of diversity in the business.The shortest, quickest way to corporate success is the wellbeing and motivation of those who work with us. If a person feels accepted, heard and has growth and development opportunities, they will be more committed to the organisation and its goals. DEI is a journey As a global organisation that interacts with people of many different backgrounds and demographics, diversity and inclusion is a core focus for Graebel, according to its global head of DEI, Valencia Culbreath. DEI is a journey says Culbreath, and the company is continually learning and developing its capabilities and practices, alongside its clients, suppliers and staff. Our goal is to create transformative change, for everyone in our network, toward a truly inclusive workplace and global mobility industry, she says. That means inspiring strong cultural change to create spaces where people feel empowered to be their authentic selves, which we know can produce measurable business results. Culbreath says that while the principles of diversity and inclusion are the same around the world, just who is considered part of minority groups varies depending on region. Having employees that represent these people helps foster diverse viewpoints within the company. A Hindu staff member in Argentina where most people are Christians, for example, helps to broaden a firms perspective, whereas the same person in India would have less of an impact from this point of view. Its all about ensuring different perspectives or different lived experiences are valued, included and heard, she says. She says good DEI policies bring specific advantages for moving businesses. They help deliver an exceptional relocation experience. Moving is an exciting but sometimes overwhelming process for employees, and demonstrating you understand them and can support their unique needs goes a long way toward creating a smoother experience. In conclusion, Culbreath says a culturally aware workforce benefits companies today and shapes the leaders of tomorrow. Employees who build global connections, broaden their perspectives, create new problem-solving skills and work with people from different cultures will have deeper understandings of the nuances of DEI. As those employees are promoted into management, theyre able to leverage those skills and learnings to create more inclusive workplaces. 38 FF307 September-November 22 pp36-41 Special feature_global view of diversity.indd 38 WW W. F I D I FOC U S . OR G 06/09/2022 07:33