- Offers support with advice, inspiration and academic discussion on how to work systematically, actively and purposefully with diversity.
- Provides access to a relevant network of those who are committed to diversity as a value-adding factor in the public and private sectors.
- Gives external signals about your organization
- Provides access to professional consultants who work with diversity
Signing of the charter gives a clear signal to the outside world that your business is an open and inclusive workplace – this may attract more applicants and ensure that your organization is an attractive workplace. Good skills and motivated employees are key competitive factors both for both knowledge-based organizations and for those with a more informal and experience-based knowledge structure. By recruiting in a way that reflects society's diverse composition and facilitates for employees with different backgrounds, it also becomes easier for companies and organizations to understand and interpret the needs of new internal and external markets or user groups and to trigger innovation.
The promotion and observance of being inclusive in regards to career development and recruitment to leadership positions will encourage the selection of the best candidates and provide better candidates than a selection based on the principle of equality and reproduction of the current leadership.
By working actively with the principles of the charter, it will be easier to retain employees since they will see the organization as an inclusive workplace with opportunities for all.
The charter’s focus on inclusive leadership is a key factor in achieving change in practice. Both inclusion and the management of the challenges of a diverse workplace requires the ability for action at the management level.
