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.