Introduction
McKinsey Company is a global firm that operates as a single international partnership based on a strong set of principles. The organization was founded in the US in 1926, under the name of one professor of accounting, James McKinsey. It is a privately owned management consulting firm with a wider presence all over the world. This paper is about McKinsey and how they use diversity in the workplace in achieving organizational success.
Diversity in the Workplace
Being a successful global enterprise, McKinsey has included the concept of diversity in the workplace in its operations. This value entails establishing an inclusive work environment that enables employees to attain their maximum potential thereby boosting a company’s productivity (Brown, 2017). An organization acknowledges each worker’s unique skills by allowing every employee to contribute their distinctive experiences to the workplace. Individuals in a firm are known to have diverse skillsets and backgrounds, and it means that incorporating different people in a company will help an organization to create a formidable efficient team. In consequence, diversity in the workplace impacts positively work, boosting employee relations, motivating the workers, and enhancing the overall productivity of a firm (Croitoru et al., 2022). In the current technological era, every company is working to ensure that it derives its competitive advantage from trying to achieve diversity. Therefore, for a firm to have different perspectives on problem-solving and decision-making, it needs to adopt diversity in its recruitment of staff.
Diversity in the workplace is incorporated into how McKinsey Company does business. There are several ways in which this value is strengthened within the organization. Firstly, McKinsey ensures that there is a representation of various talents by advancing diverse competencies across organizational ranks to bridge the gap of any missing skills on the corporate ladder (Diversity Wins, n.d.). Secondly, McKinsey strengthens leadership and accountability for inclusion and diversity by advocating heterogeneity among its teams and tackling any form of bias that may result from distinguishable employee qualities (Dolan et al., 2020). Thirdly, the organization enhances equality through the deployment of software tools for derby recruitment (Diversity Wins, n.d.). From the aforementioned strategies, McKinsey acquires diverse skills and backgrounds that enable it to achieve organizational success.
Multiple lessons can be learned from the research about heterogeneity in the organizational structure of McKinsey Company. One such lesson is that workplace diversity is important to organizational success in the current business age. Various skills can only be acquired by having a team that is comprised of people who have different backgrounds, cultures, nationalities, gender, and even professional inclinations. Another important lesson learned from the research is that diversity in the workplace promotes cohesion among members of an organization. Unity of purpose within an enterprise is crucial in tackling challenges resulting from project management issues. Moreover, the research has enabled me to understand that diversity does not guarantee inclusivity as the reinforcement of the former needs the implementation of other organizational policies (Brown, 2017). This research is therefore important in distinguishing between diversity and inclusion in an organization.
Conclusion
In summary, the organizational success of McKinsey Company is grounded on how it is adopting diversity in its business operations. Essentially, workplace diverseness entails incorporating different characteristics and qualities from individuals to ensure they realize their full potential. This principle is included in the business operations of McKinsey through various stratagems to debilitate any form of discrimination within the corporate ladder. However, inclusivity is not guaranteed by diversity in the workplace, but rather the smart organizational policies.
References
Brown, J. (2017). Inclusion: Diversity, the new workplace & the will to change. Publish Your Purpose Press.
Croitoru, G., Florea, N., Ionescu, C., Robescu, V., Paschia, L., Uzlau, M., & Manea, M. D. (2022). Diversity in the workplace for sustainable company development. Sustainability, 14(11), pp.1-26.
Diversity wins: How inclusion matters. (n.d.). McKinsey & Company.
Dolan, K., Hunt, V., Prince, S., & Sancier-Sultan, S. (2020). Diversity still matters. McKinsey Quarterly, 1-7.