Towards a more diverse and inclusive business organization

Abstract

The objective of this research-based development project is to create suggestions, ideas and ways of working about how to increase diversity, inclusion and feeling of belonging in the case company. The aim of this thesis is to lead a cultural change towards a more diverse and inclusive organization where employees feel seen, heard and valued as a full participant of the workplace and society. This thesis is based on a qualitative methodology with a focus on collecting and analyzing relevant spoken and written data. Qualitative methodology is chosen while it is seen as a suitable approach when trying to clarify case company’s and its employees’ perceptions. This thesis is not a commission but is done in cooperation with the case company.

Change leadership and driving a cultural change has a connection with employee wellbeing, psychological safety at workplaces and strategic leadership in building diversity, inclusion and feeling of belonging in business organizations. The theoretical background created is a deep dive into the relevant key concepts of diversity, inclusion and feeling of belonging and topics of organizational culture, phycological safety and strategic leadership. The development part of this thesis is based on a one-to-one semi-structured interview with a case company HR specialist responsible for putting into practice the diversity and inclusion matters in the case company. An analysis of the current state of diversity, inclusion and feeling of belonging in the case company is based on already existing research material provided by the case company. Suggestions and next step ideas are tested and developed further in semi-structured one-to-one workshops with the case company employees.

Potential development areas are scoped down to three themes: sponsorship, meaningful work and allyship. Several smaller suggestions and new ways of working have been created that can be implemented in the case company. Three large-scale recommendations are also composed. First one is to ensure the needed resources dedicated solely to building diversity, inclusion and feeling of belonging in the case company, second one is to ensure needed time and support for employees to self-reflect and digest the learnings, and third one is to keep the topic of diversity, inclusion and feeling of belong topical by having it as a part of the case company’s DNA. In a fast-moving business environment change is a certainty and always ongoing. Therefore, leading people, being able to excel in communication and leading by example is a necessity in building company culture for companies.