Workplace Wellbeing: An inclusive workforce is good for business

When he began applying for jobs after graduating with a qualification in business, the response was slow. 

“I sent lots of letters but didn’t receive many responses,” he says. “So I tried something: instead of using my full name, which identified me as not being Irish, I used the shortened version (Lai) in my application letters.”

He was soon invited to interviews. “And even though people might have been surprised by the way I looked when I walked through the door, it didn’t matter,” he says.

“Getting through the door had been the challenge. Once I was there, I could show them I was able for the job, and I haven’t experienced any barriers to progression ever since.”

Astrid Abissath was born in Dublin to parents from Togo. Aged 22, the recent marketing graduate has experienced a more diverse working environment.

“I spent the summer working in HubSpot, where my team leader and manager were both black,” she says. “Seeing their success in the workplace makes me believe I can do it too.”

Although their professional experiences differ, Arogundade and Abissath have had cause to join the African Professional Network of Ireland (APNI).

This 3,000-strong organisation was founded in 2016 to connect, empower and foster collaboration between people of African descent in Ireland.

South African Mbalenhle Zwane is its membership director. 

“The APNI is for people who grew up in Ireland as well as for people like me who moved here when they were older,” she says. “It aims to equip these professionals with the skills they need to enter and progress in the workplace.”

It does this in a variety of ways. Arogundade takes part in its mentorship programme. 

“Growing up, I was told that working hard would get me to the front of the queue for jobs, but I wasn’t told that things like networking were just as important,” he says. 

If I’d known that earlier, I could be further along in my career by now. I want to share the lessons I’ve learned with others.”

The APNI also runs an annual Lion’s Den competition for entrepreneurs in partnership with Dublin City Council and regular careers days. 

These are attended by recruiters from Ireland’s biggest companies and are designed to help APNI members enter the jobs market, build their networks, work towards promotion and step into leadership roles.

Abissath has learned a lot by attending such events. “It’s great to be surrounded by other black professionals, particularly those further along in their careers,” she says. “They have faced many of the same hurdles you face, which makes their advice invaluable.”

Diverse Ireland

CSO figures show that Ireland is becoming more diverse, with approximately one in seven people born outside the country. 

According to Andrew Campbell-Edie from the Irish Centre for Diversity, which provides employers with diversity and inclusion training, this diversity is increasingly reflected in the workforce.

“We now have people from all different races, backgrounds, heritages and religions, as well as people from the LGBTQ+ community and people of different abilities participating in the workforce,” he says.

However, Campbell-Edie emphasises that it’s important they are fully integrated into their organisations. “We want organisations to do more than just tick boxes in including them,” he says. 

We want them to develop and implement strategies that allow everyone to benefit from fairness, respect, equality, diversity, inclusion and engagement at work.”

Pamela Vargas of employment law specialists Adare Human Resource Management believes such inclusion has positive ramifications for all of society.

“Diversity in the workplace promotes social cohesion, reduces social inequalities and ensures everyone has equal opportunities,” she says.

It’s also good for employees, according to a 2009 American study, which links greater diversity with increased job satisfaction.

Abissath saw this for herself at HubSpot. “My team was made up of people from many different backgrounds, which gave them all a different perspective on the world,” she says. 

“That mix of perspectives helped us to be more creative and allowed us to find solutions more quickly. Diversity can make teams exciting.”

Having a diverse team is in an employer’s best interests too. Research by global management consultants McKinsey in 2015 showed that companies with greater racial and ethnic diversity were 35% more likely to have higher financial returns and six times more likely to be innovative.

Closer to home, a report by Insurance Ireland in 2020 were likelier to stay with their company for longer, reducing turnover rates by up to 22%.

“Including people isn’t just the right thing to do from a moral point of view,” says Campbell-Edie. “The bottom line also benefits from a more inclusive atmosphere.”

Although progress has been made in Irish workplaces, there’s room for improvement. 

Statistics from the Irish Centre for Diversity show while 90% of employees feel respected and valued by their work colleagues, 40% don’t believe their organisation promotes equality of opportunity. Another 33% say their organisation doesn’t treat everyone fairly.

Such claims could result in legal action, says Vargas. 

“In Ireland, the Employment Equality Acts 1998-2015 prohibit discrimination on the grounds of gender, civil status, family status, age, race (which includes nationality and ethnic origins), religious belief, sexual orientation, disability and membership of the Traveller community,” she says. 

“If someone feels discriminated against on any of these grounds, they can file a complaint with the Workplace Relations Commission. 

"If they are unhappy with the outcome of that, they can appeal to the Labour Court. They can also potentially pursue a case through the court system.”

Conscious and unconscious bias

Discrimination based on ethnicity isn’t the only barrier to career progression. “There can be unconscious bias, which is when individuals form stereotypes about ethnic groups without being consciously aware of it,” says Vargas.

“Cultural differences can result in misunderstandings arising from different communication styles or work habits. The absence of role models from the same ethnic background and the lack of networking opportunities can hold people back too.”

The onus is mainly on employers to help employees overcome these barriers. 

“Culture is still largely driven from the top down, so inclusive leadership training is vital for positive change in the workplace,” says Campbell-Edie.

Inclusive recruitment practices such as advertising in different languages across a variety of media outlets and through groups such as the APNI can help too.

So can seeking input from employees. “Provide opportunities for your team to share their experience of diversity and inclusion and act on what they tell you,” says Campbell-Edie.

He suggests that co-workers play their part in fostering an inclusive environment by participating in mentorship and buddy programmes, for example, setting up employee resource groups or attending diversity training to learn about different cultures.

Campbell-Edie believes that employees can also take matters into their own hands by using awareness-raising events like Black History Month or Pride to start a conversation about diversity in their workplace. Alternatively, they can join or set up groups like the APNI.

“Increasing diversity brings gains for everyone,” says Zwane. “By including more women, more ethnicities and more people who speak different languages, you’re broadening the reach of your business. You’re ensuring it doesn’t become stagnant or monotonous.

“You’re bringing in more talent, and on top of that, you’re making your organisation a more exciting and interesting place to work.”