The transformative impact of diversity, equity, and inclusion in SA's 30 years of freedom and democracy

Apr 11, 2024 2:28:48 PM

"Research has underscored the value of diverse, equitable and inclusive workplaces in managing change for organisations, noting that companies with high "change power" had better financial performance, more robust culture, leadership and engaged employees."

A diverse group of people showing the transformative impact of Diversity, Equity and Inclusion

By Tom Marsicano, CEO of 'and Change', a global advisory and change management consultancy

Thirty years ago, South Africa embarked on its historic journey toward freedom and democracy. Since then, the country has navigated profound changes in its leadership structures within society, leading up to what many consider the most widely contested and highly anticipated election to date on May 29.

Three decades on from the economic, political, and social exclusion brought on by apartheid – the legacy of which still lingers within large sects of society – South Africa is still shaping what freedom looks like, particularly in terms of women's representation in workplaces.

Corporate South Africa has set sail on its mandate to meaningfully embrace diversity, equity, inclusion, and belonging (DEI) within the workplace to bridge the racial and gender economic gap.

Transformation is at the heart of this mandate – and much like within the context of Change Management in ensuring that organisational transformations are equitable and effective, corporate South Africa needs to champion DEI for effective workplaces that take us to another 30 years and beyond.

Research has underscored the value of diverse, equitable and inclusive workplaces in managing change for organisations, noting that companies with high "change power" had better financial performance, more robust culture, leadership and engaged employees.

Indeed, this shows that DEI is not only a moral objective but also a strategic advantage for any business as companies contend with ensuring sustainability in an increasingly volatile geopolitical and uncertain macroeconomic climate.

For South African businesses, ensuring compliance with new legislative amendments has also been a critical driver in entrenching DEI as part of the fabric of the workplace.

In April last year, President Cyril Ramaphosa signed the then newly enacted Employment Equity Amendment Act 2020 (EEA) into law, which included a raft of new "equity targets" governing workplace transformation.

The changes herald a significant milestone in the evolution of the country's democracy – and while the amendments face political opposition in some quarters, the new legislation underpins DEI's critical role in creating representative and dynamic workforces.

Through the act, women's role and value within workplaces is entrenched through what's commonly referred to as the 'equal pay provision', which requires employers to pay equal pay for equal work. This has historically been an area subject to discrimination, as women's struggle for fair pay and representation within company leadership positions mirrors the evolution of racial integration post-democracy – being slow and uneven.

The crucial intersection of change management and DEI creates room for organisations to identify and dismantle barriers that prevent women from ascending to higher levels within their careers.

Business leaders need to articulate clear policies and strategies that are inclusive and a beacon of equality – going beyond diversity training as a tick-box exercise to meaningfully consider and incorporate the lived experiences of their people.

Leadership must be dedicated to implementing DEI principles – for policies that support women, that may look like optimising flexible work arrangements to allow for better work-life balance and creating a culture where employees feel heard, valued, and rewarded for their competencies.

Embracing the ‘people’ side of change calls on leaders to sharpen their empathy as a strategic business imperative to drive better business outcomes.

A recent study has also shown how empathy is not only a force for productivity but also that women of colour experience less burnout when they have more empathic senior leaders.

Change-resilient teams embrace empathy to understand how people navigate their work and life demands.

DEI and change management for today's democratic SA call on leaders to be visionaries in their approach – particularly in including women in leadership positions, pay equity, and embracing empathy to foster better employee engagement.

In celebrating our hard-won freedom, the next frontier calls for the meaningful integration of DEI in our workplaces to dismantle historic discrimination and ensure that we never experience the reality of an exclusionary society ever again.

Empowerment