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Are organisations rewarding diverse skill-sets?

Unknowingly and inadvertently, recognising diverse skill-sets that individuals may bring in has never made it to the top of an organisation’s inclusion agenda.

A typical organisation skill-set follows a 80-20 skill-set structure. 80% professionals bring focused skill-sets that are core to the organisation’s business. 20% professionals bring a variety 80% skills that are a must for organisations to efficient function and these enabling skills are as much needed as the core. The core is incomplete without the enablers. Enablers allow the core to stay focused.

On a relatable note, Airtel’s very famous ad – ‘Har ek friend zarori hot hai’ (Translation: Every friend is necessary and important) resonates well here. We need friends to experience various emotions together, they are our support system – our enablers.

Similarly, in an organisation, every skill brings a unique superpower...

You need a strong team of finance wizards, marketing maestros, learning leaders, operations oracles, strategy pundits, talent champions, technology crack jacks, and administration ninjas along with your core connoisseurs for the magic to happen!

An inclusive organisation must value the diverse skill sets and the expertise they bring, have a fair measurement metrics for non-core skill-sets and acknowledge, appreciate, and reward their contributions. A metrics that recognises the intangible – return on objectives (ROO), making things effortless, going above and beyond, a go-getter spirit to ensure end-to-end management, an attitude to chime-in and make a difference. There is no question that profits and revenues are critical aspects of any organisation. However, measuring everything – and everyone - on a revenue scale may not be the appropriate approach, exposing an inherent bias in the methodology.

This thought process stems from a deep rooted problem that exists in our society – believe it or not, stay-at-home moms or home-makers have fought a constant battle to prove their contributions and the value their deliver. The lockdown has been an eye-opener for many and reinforces the idea that it really takes a team to win and ever cog in the wheel is critical and must be respected. Families should spend a day exchanging their responsibilities to be able to step in each other’s shoes and experience empathy. And maybe organisations need to do that too!

Most policies sound pro-diversity and fair. The litmus test is how organisations make their enablers feel. Key questions to ask –

• do they feel they have a career path?
• do they celebrate being a part of the brand?
• do they feel their work matters to the organisations?
• do they feel they are contributing to the success?

The answers may be surprising for many who have believed in measuring success only by numbers. 

It is important, to identify and thank the ones that are feeling thankless, appreciate the ones that make our everyday effortless, and hear from professionals across the broad spectrum of skill-sets.

It will be enriching to exchange views. Tell me about your experience, share a story, or leave a tip – we can all learn together.

#Diversity #Skillsets #Businessenablers #Leadership #Inclusion #Culture #Change

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