Leveraging Cognitive and Identity Diversity to Boost Business Performance and ROI
204-207 (Second Floor)
1.50 SHRM PDCs | Competencies: Leadership & Navigation, HR Expertise, Business Acumen | Intended Audience: Mid-Level
Explore the critical differences between “cognitive diversity” and “identity diversity” and how each can drive bottom-line ROI impact.
Repeated Wednesday at 9:45 a.m.
The topic of workplace diversity has challenged businesses and employees for decades. Promoting identity diversity as the right thing to do is a notion that could be viewed as simplistic and ignoring the deep organizational benefits of inclusion. We want our firm to look like the United States or have people that come from different categories, as opposed to bringing in people who can help us fulfill our mission. Example: A person who is disabled or blind will help a construction team build different buildings. The team’s talent depends on diverse people on that team. A real shift is occurring in organizations and leveraging talent. It’s becoming clear that you want smart people who think differently, have been trained differently, went to different schools and have different knowledge bases. Organizations are beginning to recognize that cognitive diversity is a strategic asset when used effectively. This session will show you how to use it and drive ROI. You will:
- Define the differences between identity diversity and cognitive diversity.
- Identify four key reasons why the differences matter in organizational performance.
- Learn to calculate the ROI impact of strategically using cognitive and identity diversity.
- Discuss the implications for improved HR and diversity leadership competency and business acumen.