Let’s start with Poor Creatures by Lanthimos. Bella Baxter (“among the beauties of love, graceful monster” in a verse by Marino that seems tailored to her like her Victorian clothes) represents “the monstrous” and “the different”, but it is not she who arouses horror and amazement , but the world of “sugar and violence” into which he ventures. Because Bella is the “prodigy”, which is in the etymology of monster. She subverts, warns and, above all, demands. Not just for yourself, but for others. The tormented conquest of personal freedom is a praise of diversity, because she, she teaches us, is where everyone’s freedom lies.
In the business world, diversity and inclusion have become essential requirements for retain talent, but also to increase long-term productivity and guarantee the economic and ethical solidity of the company. According to a study conducted by Gea and Harvard Business Review ItalyIn fact, the revenues of organizations that focus on diversity generate an increase in revenues of up to 30%.
Psychological safety and inclusion
But inclusion alone is not enough. Include also means ensure psychological safety in the workplace. A search for Boston Consulting Groupbased on a survey that interviewed 28,000 employees in 16 countries (including Italy), highlights that the risk of abandonment by workers in psychologically unsafe environments increases by 3.9 times globally and by 2.7 times in Italy.
In addition, the study indicates that in work contexts characterized by a leadership model and culture based on respect and empathy, Italian workers report a significant increase in their feelings of personal accomplishment, with a 300% increase in motivation by 240% and overall job satisfaction by 290%,
As he states Giulia Airaghi, principal of Bcg: “When leaders use empathy and competence to build psychologically safe environments, employees can benefit from a significant increase in motivation. Feeling valued and respected, as well as empowered to reach your full potential, also improves your sense of inclusion, a key lever for attracting and retaining a broad spectrum of diverse talent.”
The impact on women, Bipoc communities, LGBTQ+ and people with disabilities
Significantly, the positive effects increase for women womenfor the members of the Bipoc community (Black, Indigenous, and People of Color) e LGBTQ+for the people with disabilities and for those coming from economically disadvantaged backgrounds. These workers, compared to their more advantaged colleagues in the same environment, are in fact much more likely to leave their jobs. Globally, in contexts with low security, 18.3% of workers belonging to the LGBTQ+ community are ready to resign within a year, while the percentage drops to 11.6% for heterosexual and cisgender employees. More specifically, the risk of abandonment in environments with low psychological safety increases by 6.2 times for members of the LGBTQ+ community, by 5.1 times for people with disabilities, by 4.5 times for women and by 4.2 times for members of the Bipoc community. In the same context, colleagues who were men, white, without disabilities and not belonging to the LGBTQ+ community reported a much smaller increase in risk (about twofold).
“The business impact is clear: i turnover costs they lower and the productivity not only does it rise, but it improves in quality. Attracting and retaining talent with different skills represents a boost to innovation and creativity, and therefore guarantees the right type of competitive advantage in uncertain business environments”, he concludes Matteo Radice, managing director and partner of Bcg. “The key to success lies in a leadership style profoundly different from that of the past, whereby direction and control were expected from the leader: to unlock this potential for creativity and ingenuity it is now necessary to know how to bring out the perspectives and ideas of all personalities and orchestrate them in a harmonious manner taking into account even very different needs”.