By Belén Vázquez (ERNI Spain)
In today’s business environment, diversity and inclusion are often seen as ethical values or institutional commitments. However, the real benefits of these policies – which can turn them into a strategic competitive advantage for companies – are frequently overlooked. In many cases, diversity and inclusion initiatives are approached from an overly idealistic perspective, ignoring the real challenges organisations face when implementing them. For diversity to be genuine and effective – not just a statement of intent – it requires an honest and structured approach that acknowledges both its benefits and the barriers that still exist. Only then will companies be truly prepared to overcome those challenges and fully leverage its potential.
Diversity as a driver of value
Having diverse teams – in terms of gender, culture, age, sexual orientation, and physical or mental abilities, among other factors – offers widely recognised and well-documented advantages:
- Creativity and innovation: Teams with diverse experiences and viewpoints can tackle problems from complementary angles, which fuels innovation and disruptive thinking.
- Better decision making: Diversity reduces groupthink and allows for the consideration of more variables, often leading to more innovative, robust and sustainable decisions.
- Access to new markets: Diverse teams connect more effectively with heterogeneous audiences, broadening the range of solutions – a key factor in succeeding in a globalised market.
- Reputation and talent attraction: More and more people are seeking out companies with authentic inclusion values that go beyond institutional ratios. This significantly improves both talent attraction and retention.
But what challenges remain?
While the benefits are clear, many companies still struggle to implement diversity effectively:
- Unconscious bias in recruitment processes
Despite good intentions, hiring decisions are often influenced by automatic prejudices. This limits access for candidates who deviate from the ‘traditional mould’, particularly in leadership or technical roles. - Lack of internal training
Simply having a diverse workforce doesn’t guarantee inclusion. Without a corporate culture that promotes respect, active listening and equity, diversity can become a source of tension or isolation. Continuous training on bias, inclusive communication and empathetic leadership is essential. - Challenges in integrating people with disabilities
Barriers are not just physical or technological – many are cultural. Often, companies don’t know how to properly adapt roles, provide real growth opportunities or ensure full integration within teams. This requires personalised planning and ongoing dialogue with the individuals involved. - Symbolic approaches with no real impact
Inclusion cannot be limited to campaigns or institutional messages. It requires changes in HR policies, leadership structures, performance evaluation processes, and daily decision making.
What needs to change?
To move towards a truly inclusive culture, companies must go beyond awareness:
- From passive to active diversity: Being ‘open’ is not enough; companies must actively seek diverse talent.
- Redefining leadership: Leaders must be trained and committed to inclusion. Their example is key to transforming organisational culture.
- Measuring impact: Without metrics, there is no management. How many employees with disabilities are on staff? How many women hold leadership positions? How many LGBTI+ employees feel safe expressing themselves? Measurement helps identify areas for improvement and ensures accountability.
Conclusion: Real diversity, real impact
Diversity and inclusion are a journey, not a destination. It’s not enough to celebrate them; they must be actively cultivated. This requires commitment, resources and, above all, the honesty to recognise what isn’t working – and the will to change it. When companies embrace this complexity and act with coherence, they don’t just gain a competitive edge – they also become more humane, fair and better equipped to face the future with a broad and enriching perspective.
Do you want to see how we support diversity at ERNI Spain and what kind of activities we carried out? Get more information about our initiatives.