Written by Carrie Duarte
Diversity is a goal that many organisations aspire to and are actively working towards improving. After all, it’s been proven that a more inclusive workforce can dramatically increase a company’s growth prospects.1 Yet despite the best intentions of leadership, achieving this goal is a challenging and at times frustrating endeavour.
At the same time, companies are forging ahead with executing on their digital transformation strategies. These two goals can in fact be mutually beneficial: the democratising nature of technology, and the empowerment it provides employees, can create new avenues to improve the prospects for diversity in the workforce all the way to the C-suite.
When employees have access to the same technological tools, and the ability to work openly and socially, equality of opportunity abounds. For example, digital innovations such as “marketplaces” (what we call a “digital lab” at PwC) provided by employers give employees the opportunity to post bots and other types of innovation they’ve developed. Enabling employees to work socially as they comment and help improve their colleagues’ innovations, it is a place where all team members have an equal footing from which to interact, learn, work and experiment in new ways. It also harnesses the essence of digital upskilling that a rapidly changing work environment demands.
In a digital lab, innovations can come from anyone, regardless of their rank within an organisation. This means that a senior manager may be using a tool such as a bot, developed by a junior staffer, and in this way, talent, regardless of gender, race or seniority, can bubble up to the top in a much more dynamic way. This, combined with the movement of democratising workplaces towards being more open and social, creates a synergy with the technology that offers talent more opportunities to be ‘seen’.
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