{"id":499,"date":"2012-03-29T07:16:54","date_gmt":"2012-03-29T11:16:54","guid":{"rendered":"http:\/\/www.totalengagementconsulting.com\/blog\/?p=499"},"modified":"2012-03-29T07:19:42","modified_gmt":"2012-03-29T11:19:42","slug":"business-case-diversity","status":"publish","type":"post","link":"https:\/\/www.totalengagementconsulting.com\/blog\/2012\/03\/business-case-diversity\/","title":{"rendered":"The Business Case for Diversity"},"content":{"rendered":"

One of the three core expertise areas I offer in my consulting practice is diversity management<\/strong><\/a> with a specialization in the LGBT (Lesbian, Gay, Bisexual and Transgender) workplace and marketplace. Earlier this week I published a similar blog on another area of expertise titled \u201cThe Business Case for Career Road Mapping \/ Skills Development.\u201d<\/strong><\/a> Click on that title to link to the article.<\/p>\n

Senior corporate leaders and stockholders expect to see a financially based business case for practically any business initiative, and this of course would include corporate diversity programs. Can I show with actual dollars how investing in diversity initiatives (for example, targeted constituency marketing, benefits programs, management training, sponsoring employee network groups, supporting community organizations, targeted recruiting\u2026) can add to a company\u2019s bottom line? Absolutely yes! I agree this is important and can be done.<\/p>\n

\"\"<\/a><\/p>\n

Many studies on diversity management highlight that robust diversity initiatives positively impact employee engagement \/ employee productivity, employee retention, and constituency sales. As an example, I will use LGBT diversity programs since that is my area of specialization within diversity management, though the methodology could easily be used for any other constituency (Women, Black, Hispanic, Asian \u2026) or even for cross-constituency programs.<\/p>\n

For this example, I will use a 2,000 person business with an average employee salary of $40,000 and annual revenue of $250M. And I will conservatively estimate that 6% of employees and business revenue is from the LGBT constituency.<\/p>\n

PRODUCTIVITY CALCULATION: number of employees x constituency percentage x average salary x percent productivity gain = productivity gain in $. For example, with 2000 employees with 6% being LGBT, salaries of $40,000 per year, a 5% productivity gain nets 2000 x .06 x $40,000 x .05 or $240,000.<\/strong><\/p>\n

ATTRITION SAVINGS: number of employees x constituency percentage x average salary x time for fully onboarding new employees x decrease in attrition percentage = saving in attrition $. For example, again using 2000 employees at $40,000, if it take 2\/3rds of a year for onboarding and you can avoid 5% of the LGBT population from departing, the savings is 2000 x .06 x $40,000 x 2\/3 x .05 or $160,000.<\/strong><\/p>\n

REVENUE GAIN: annual revenue x constituency percentage x percent increase in constituency sales = potential revenue gain. For this example with $250M in revenue, the potential net new revenue from a 5% increase in LGBT market share would be $250M x .06 x .05 = $750,000.
\n<\/strong><\/p>\n

So overall in this case, bottom line we are looking at executing LGBT diversity programs providing a net expense savings of $400,000<\/strong> and net new revenue of $750,000<\/strong> to the business.<\/p>\n

In addition you would get the \u201csoft\u201d benefits of overall higher employee morale, being able to attract the best talent as word spreads and your enterprise is viewed as an \u201cemployer of choice,\u201d and overall community good will.<\/p>\n","protected":false},"excerpt":{"rendered":"

One of the three core expertise areas I offer in my consulting practice is diversity management with a specialization in the LGBT (Lesbian, Gay, Bisexual and Transgender) workplace and marketplace. Earlier this week I published a similar blog on another … Continue reading →<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_links_to":"","_links_to_target":""},"categories":[1],"tags":[179,60,178,175,173,16,167,171,89,174,172,177],"class_list":["post-499","post","type-post","status-publish","format-standard","hentry","category-general-info","tag-attrition-savings","tag-business-case-for-diversity","tag-community-good-will","tag-constituency-sales","tag-corporate-diversity","tag-diversity-management","tag-employee-engagement","tag-employee-morale","tag-employee-productivity","tag-employee-retention","tag-employer-of-choice","tag-revenue-gain"],"_links":{"self":[{"href":"https:\/\/www.totalengagementconsulting.com\/blog\/wp-json\/wp\/v2\/posts\/499","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.totalengagementconsulting.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.totalengagementconsulting.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.totalengagementconsulting.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.totalengagementconsulting.com\/blog\/wp-json\/wp\/v2\/comments?post=499"}],"version-history":[{"count":0,"href":"https:\/\/www.totalengagementconsulting.com\/blog\/wp-json\/wp\/v2\/posts\/499\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.totalengagementconsulting.com\/blog\/wp-json\/wp\/v2\/media?parent=499"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.totalengagementconsulting.com\/blog\/wp-json\/wp\/v2\/categories?post=499"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.totalengagementconsulting.com\/blog\/wp-json\/wp\/v2\/tags?post=499"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}