Diversity and inclusion are buzzwords in corporate spaces, but D&I is more than just policies, programs, or headcounts. There is hard proof that equitable employers outpace their competitors by respecting the unique needs and perspectives of their team members, to maximise their potential and ability for holistic gain. Workplaces that embrace D&I programmes develop deeper trust and more commitment from their employees, seeing fruitful relationships for all.

We speak to the head of human resources at Juta, Zaida Samuels, to understand how this company culture shift benefits all.

Zaida, can we briefly discuss your background in corporate, and your own experiences with D&I?
I’ve been in corporate for more than 20 years and draw my experience from what is still regarded as being male-dominated industries, such as transport, metal, automotive and beverages. I have become accustomed to being the only female – and one of colour – around the boardroom table. Sadly, the boardroom demographic has been slow-changing over the years with many industries still struggling to truly embrace the value of diversity. When you are the only X in a room full of O’s, you need to quickly determine whether your role will be to try to fit in or stand out. In my early career, fitting in was always easier, the path of least resistance. As I grew in experience, knowledge and confidence, I realised that I actually have a responsibility to stand out and make my voice heard. This has not always been easy, but it has been necessary. In some cases, I have had to learn to walk away from situations which were not open to hearing my voice. Today, women have smashed many glass ceilings in corporate, but there remains much work at top management level before we can truly say we are diverse and inclusive.

Can we define both DIVERSITY and INCLUSION briefly, please?
There is a saying by Verna Myers that sums this up quite impactfully: “Diversity is being invited to the party; Inclusion is being asked to dance”.

I relate so well to this saying when I think back to days when, as a member of leadership, I HAD to join “the boys” on teambuilding sessions that typically included 4×4 tracking or golf days. I was invited, but not expected to be part of it, nor does it matter that this is not something I am interested in. In their view, the fact that I have been invited is reward enough.

So in short, diversity is about representation, and inclusion is about involvement.

How does DIVERSITY benefit companies and employees?
In a country as diverse as South Africa, diversity is critical to the success of a business. In companies, people with diverse backgrounds will bring different skills and knowledge to the business, which is invaluable. If you want your products to appeal to a diverse audience, you need to ensure you are getting diverse inputs from your teams. Diversity in race, gender, religion, and so on creates an environment of tolerance and acceptance, as well as an opportunity to learn.

Representation is important to create a sense of belonging in the workplace. No one wants to feel like the foreign exchange student in high school! It also creates better learning from an array of different skills, knowledge and experience, which creates better problem-solving abilities within organisations.

How does INCLUSION benefit companies and employees?
Inclusion creates a happier work environment. When people have a sense of belonging, they are more highly motivated and driven to perform; it can therefore be deduced that high levels of inclusion have a direct link to high levels of productivity. Staff turnover will be less in these environments, which in turn saves on recruitment and retraining costs. A happy and healthy workforce results in a successful organisation. The benefits are obvious!

What programmes or actions can workplaces institute to really develop this culture?
Any change starts at the top. The first thing to ask is “Why does a company want to do this?” Once a business understands the WHY, the HOW becomes so much easier. If the WHY is merely because it is the law, then it will always be a tick-box exercise that will soon fade and fail.

If the WHY is because it’s the only way to ensure the success and longevity of the business, the leadership must see this as a critical focus to display inclusive behaviour:

• Inclusive recruitment strategies must be developed and adopted
   
• A safe space must be created for staff to be able to speak up where inclusive behaviour is not being displayed.
   
• Regular surveys, focus groups and info sessions are key to understanding where staff are at, and where improvements can be made.
   

What are some of the problems that companies not instituting these policies are seeing, especially in a growing culture of ‘quiet quitting’?
Diversity is not just about race, gender or religion, even though these are key factors. Most importantly, it is about diverse thinking. Companies that are resistant to change will continue to source the same talent, with the same backgrounds, and the same ideas. Over time these companies will become irrelevant.

In a generation of “#blacklivesmatter”, “#metoo” and “#feesmustfall”, I believe staff will not simply move into quiet quitting, but speak up rather loudly or move on. There has been too much progress in creating platforms for diversity for companies to try and sweep it under the carpet; companies that do this will be sitting on a ticking time bomb.

Will these programmes ever become commonplace in the future, as we all gain more awareness and empathy in the workplace with one another?
Programs and policies such as BBBEE, Affirmative Action, and Employment Equity Acts have done much-needed work in aggressively bringing this topic to the table, but this is not sustainable. I would hope to believe that diversity and inclusion will move away from being programs and instead becoming a way of life. We will not be able to function effectively and successfully without it.

What does Juta do to transform the publishing space?
Juta is a female-dominated workplace with 68% female vs 32% male. 83% of the top management is black with 50% being black female. Within the industry, we have made a concerted effort to entice more authors of colour to develop writing methods that speak to a wider learning audience.

Juta helps the industry-wide transformation efforts through many initiatives, including procuring our services from SMMEs and recruiting PDI interns through PASA and the Fibre, Processing and Manufacturing (FP&M) SETA programme. Some of these interns are absorbed within Juta or within the industry, thereby further diversifying the professional pool. The recruitment of these interns has a deliberate bias towards designated population groups. The PASA internship has been running for more than 10 years.

To transform the industry further PASA works with the Department of Sports, Arts and Culture (DSAC) to sponsor SMME publishers to large international book fairs, where they display and market their products at the national pavilion. These opportunities enable these small companies an opportunity to gain skills and expose their work to international audiences.

The Creative Industries Growth Master Plan, an initiative of the DSAC, Trade and Industry (DTI), Small Business Development (DSBD) and other government departments, emphasises the need to develop SMMEs and the transformation of the industry. PASA is one of the associations, together with authors, booksellers and others, who were very active in putting the plan together and are involved in its implementation.

For more leadership insights, refer to our blog from Christa Lawrence on the importance of academic writing.