Diverse and inclusive companies will emerge from the crisis as winners. Will you?

These are difficult times. We’re stressed, unemployment is high and the economic future is uncertain, but if your company has put equity, diversity and inclusion policies at the heart of its values, it will undoubtedly fare better than others.

Recently, Google decided to do away with a Diversity, Equity and Inclusion (DEI) program that was much appreciated by employees. De-prioritizing diversity and inclusion can start from a good feeling: companies focus on their most pressing fundamental needs, such as urgent measures to adapt to new ways of working, building workforce capacity and maintaining productivity, as well as the physical and mental health of their employees.

Companies that withdraw from equity, diversity and inclusion programs will be at a disadvantage. They could not only face a negative reaction from their customers and employees, but also lose out on innovation and resilience, two qualities needed for the post-crisis period.

Here are three reasons why companies that have embraced diversity and inclusion fare better in difficult times.

1. Ready for telecommuting

Before the pandemic, diverse companies were more likely to have flexible programs such as teleworking – which is known to be particularly beneficial to minorities, such as people from diverse backgrounds. When containment arrived, employees had no adaptation phase and were able to get to work very quickly.

2. Transparent, optimal communication

Diversified companies have optimal means of communication. Why? Because these companies know that every employee is different, and we have to find a way for everyone to understand each other. There are neurodiverse people, people whose native language is not English or French, people who are more junior on the job market with less experience, and so on. By communicating openly and transparently, we enable all these people to take their place. I would add that remote communication is even more delicate than face-to-face, so we need to be even more open and transparent.

3. Encourage cross-functional skills

In these changing times, some companies have had to review their employees’ tasks. People have found themselves doing tasks they had never done before. Companies that have adopted a culture of inclusion are more likely to have programs in place that can alleviate some of these tensions.

More generally, employees who have a strong sense of affinity with their company and its leaders are much more likely to be able to weather the storm.