Building a Diverse and Inclusive Team: A Must-Have for Nigerian Businesses

In today’s rapidly evolving business world, diversity and inclusion have become more than just buzzwords. They are essential components of successful organisations, particularly in a multicultural country like Nigeria. With its rich tapestry of ethnicities, languages, and cultures, Nigeria presents a unique opportunity for businesses to harness the power of diversity and inclusion to drive innovation, creativity, and growth.

This article will explore the importance of building diverse and inclusive teams in Nigerian businesses, the challenges faced, and strategies for implementation. We’ll delve into the benefits of diversity and inclusion, examine case studies of successful Nigerian companies, and provide practical steps for creating a more inclusive workplace culture.

Understanding Diversity and Inclusion in the Nigerian Context

Before we dive into the specifics of building diverse and inclusive teams, it’s crucial to understand what these terms mean, especially within the Nigerian context.

Diversity refers to the presence of differences within a given setting. In a workplace, this can include differences in race, ethnicity, gender, age, religion, disability, sexual orientation, education, and national origin. In Nigeria, diversity often encompasses the country’s over 250 ethnic groups, numerous languages, and various religious beliefs.

Inclusion, on the other hand, is about creating an environment where all individuals feel welcomed, respected, supported, and valued. It’s not just about having a diverse workforce but ensuring that every employee feels they belong and can contribute fully to the organisation’s success.

In Nigeria, building diverse and inclusive teams goes beyond merely having representatives from different ethnic groups. It involves creating a workplace culture that values and leverages the unique perspectives, experiences, and skills that each individual brings to the table.

The Business Case for Diversity and Inclusion in Nigerian Companies

Embracing diversity and inclusion isn’t just the right thing to do; it’s also good for business. Here are some compelling reasons why Nigerian companies should prioritise building diverse and inclusive teams:

1. Enhanced Innovation and Creativity: Diverse teams bring together individuals with different backgrounds, experiences, and perspectives. This diversity of thought can lead to more innovative solutions and creative ideas, giving businesses a competitive edge in the market.
2. Improved Decision-Making: Studies have shown that diverse teams make better decisions. By including a variety of viewpoints, companies can avoid groupthink and make more well-rounded, informed decisions.
3. Increased Market Understanding: Nigeria’s consumer market is diverse. Having a team that reflects this diversity can help businesses better understand and cater to different market segments.
4. Enhanced Employee Engagement and Retention: When employees feel valued and included, they are more likely to be engaged in their work and loyal to the company. This can lead to higher productivity and lower turnover rates.
5. Improved Company Reputation: Companies known for their commitment to diversity and inclusion often enjoy a better reputation among consumers, partners, and potential employees.
6. Access to a Wider Talent Pool: By embracing diversity, companies can tap into a broader range of talents and skills, potentially filling skill gaps and bringing fresh perspectives to the organisation.
7. Better Financial Performance: Research has shown that companies with diverse teams often outperform their less diverse counterparts financially.

Challenges in Building Diverse and Inclusive Teams in Nigeria

While the benefits of diversity and inclusion are clear, Nigerian businesses face several challenges in implementing these principles:

1. Ethnic and Religious Tensions: Nigeria’s history of ethnic and religious conflicts can sometimes spill over into the workplace, making it challenging to foster an inclusive environment.
2. Gender Inequality: Despite progress, gender inequality remains a significant issue in many Nigerian workplaces, with women often underrepresented in leadership positions.
3. Educational Disparities: Differences in access to quality education across regions can lead to skill gaps and uneven representation in the workforce.
4. Unconscious Bias: Like in many other countries, unconscious biases based on ethnicity, gender, age, or other factors can influence hiring and promotion decisions.
5. Language Barriers: With over 500 languages spoken in Nigeria, communication can sometimes be a challenge for diverse teams.
6. Resistance to Change: Some employees and leaders may resist changes to the status quo, particularly if they perceive diversity initiatives as threatening their position or contradicting traditional values.
7. Lack of Understanding: There may be a lack of awareness or understanding about the importance and benefits of diversity and inclusion among some business leaders and employees.

Strategies for Building Diverse and Inclusive Teams in Nigerian Businesses

Despite these challenges, there are several strategies that Nigerian businesses can employ to build more diverse and inclusive teams:

1. Leadership Commitment

The journey towards a diverse and inclusive workplace must start at the top. Leaders need to champion diversity and inclusion initiatives, setting the tone for the entire organization. This involves:

• Articulating a clear vision for diversity and inclusion
• Allocating resources for diversity initiatives
• Holding themselves and others accountable for diversity goals
• Modelling inclusive behaviours

2. Develop a comprehensive diversity and inclusion strategy.

A well-thought-out strategy is crucial for the successful implementation of diversity and inclusion initiatives. This strategy should:

• Define what diversity and inclusion mean for your organisation.
• Set clear, measurable goals.
• Outline specific actions to achieve these goals.
• Include mechanisms for measuring progress and adjusting the strategy as needed.

3. Review and revise hiring practices.

To build a diverse team, it’s essential to review and potentially revise hiring practices. This might include:

• Expanding recruitment sources to reach a more diverse candidate pool
• Using blind resume screening to reduce unconscious bias
• Ensuring diverse interview panels
• Implementing structured interviews to ensure a fair evaluation of all candidates
• Setting diversity targets for recruitment while ensuring decisions are based on merit

4. Provide diversity and inclusion training.

Education is key to fostering an inclusive environment. Provide comprehensive training to all employees on:

• Understanding unconscious bias
• Cultural competence
• Inclusive communication
• The business case for diversity and inclusion

5. Create Employee Resource Groups (ERGs).

ERGs can be powerful tools for fostering inclusion and giving voice to underrepresented groups. These groups can:

• Provide support and networking opportunities.
• Offer insights to leadership on issues affecting specific groups.
• Help in recruitment and retention efforts
• Contribute to professional development.

6. Implement mentoring and sponsorship programmes.

Mentoring and sponsorship programmes can help ensure that diverse talent is developed and promoted within the organisation. These programmes should:

• Match mentees with mentors from different backgrounds.
• Provide opportunities for reverse mentoring, where junior employees mentor senior leaders on diversity issues.
• Ensure sponsors actively advocate for the advancement of diverse talent.

7. Foster an inclusive culture.

Creating an inclusive culture goes beyond just having a diverse workforce. It involves:

• Encouraging open communication and feedback
• Celebrating diversity through cultural events and recognition programmes
• Ensuring all employees have equal opportunities for growth and development
• Addressing microaggressions and discriminatory behaviour promptly and effectively

8. Review and revise policies and procedures.

Examine existing policies and procedures to ensure they support diversity and inclusion. This might include:

• Implementing flexible work arrangements to accommodate different needs
• Ensuring equal pay for equal work
• Revising dress codes to be more inclusive of different cultural and religious practices
• Providing inclusive benefits, such as parental leave for all genders

9. Measure and monitor progress.

Regular measurement and monitoring are crucial to ensuring that diversity and inclusion initiatives are effective. This involves:

• Conducting regular diversity audits
• Collecting and analysing demographic data
• Surveying employees on their perceptions of inclusion
• Tracking progress against set goals and adjusting strategies as needed

10. Leverage Technology

Technology can be a powerful tool for promoting diversity and inclusion. Consider:

• Using AI-powered tools to identify and reduce bias in job descriptions and candidate screening
• Implementing collaboration tools that facilitate inclusive communication
• Utilising data analytics to track diversity metrics and identify areas for improvement

Case Studies: Successful Diversity and Inclusion Initiatives in Nigerian Companies

While building truly diverse and inclusive teams is still a work in progress for many Nigerian businesses, some companies have made significant strides in this area. Let’s look at a few examples:

1. Access Bank

Access Bank, one of Nigeria’s leading financial institutions, has been recognised for its efforts to promote gender diversity. The bank has implemented several initiatives, including:

• A robust mentoring programme for female employees
• Setting targets for female representation in senior management positions
• Providing leadership training specifically for women
• Implementing family-friendly policies such as extended maternity leave

As a result of these efforts, Access Bank has significantly increased the proportion of women in leadership positions and has been recognised with several awards for its commitment to gender diversity.

2. Nigerian Breweries

Nigerian Breweries, the largest brewing company in Nigeria, has implemented a comprehensive diversity and inclusion strategy that focuses on:

• Promoting ethnic diversity across all levels of the organisation
• Implementing a graduate trainee programme that ensures representation from all geopolitical zones of Nigeria
• Providing unconscious bias training for all employees
• Creating employee resource groups to support different diversity dimensions

These initiatives have led to a more diverse workforce and improved employee engagement scores.

3. MTN Nigeria

MTN Nigeria, a leading telecommunications company, has made significant strides in creating an inclusive workplace for people with disabilities. Their initiatives include:

• Partnering with disability organisations to recruit talented individuals with disabilities
• Providing assistive technologies and making workplace accommodations
• Implementing disability awareness training for all employees
• Ensuring their products and services are accessible to customers with disabilities

These efforts have not only created a more inclusive workplace but have also expanded MTN’s customer base among people with disabilities.

Practical Steps for Nigerian Businesses to Start Building Diverse and Inclusive Teams

For Nigerian businesses looking to start or enhance their diversity and inclusion journey, here are some practical steps to consider:

1. Conduct a diversity audit.

Start by assessing your current state of diversity and inclusion. This audit should cover:

• The demographic composition of your workforce at different levels
• Employee perceptions of inclusion
• Existing policies and practices related to diversity and inclusion
• Identification of potential barriers to diversity and inclusion

2. Develop a Diversity and Inclusion Statement.

Create a clear, compelling statement that outlines your organisation’s commitment to diversity and inclusion. This statement should:

• Reflect your company’s values.
• Define what diversity and inclusion mean in your context.
• Be communicated widely, both internally and externally.

3. Set clear, measurable goals.

Based on your audit results, set specific, measurable, achievable, relevant, and time-bound (SMART) goals for improving diversity and inclusion. These might include:

• Increasing representation of underrepresented groups at leadership levels
• Improving employee satisfaction scores related to inclusion
• Implementing a certain number of diversity and inclusion initiatives

4. Form a Diversity and Inclusion Committee.

Create a cross-functional committee to drive diversity and inclusion efforts. This committee should:

• Include representatives from different levels and departments.
• Be diverse itself.
• Have a clear mandate and authority to implement changes.

5. Review and revise recruitment practices.

Start by examining your current recruitment practices. Consider:

• Expanding your recruitment sources to reach a more diverse candidate pool
• Implementing blind resume screening
• Ensuring diverse interview panels
• Using structured interview questions to ensure a fair evaluation

6. Implement Bias Training

Provide training to all employees, especially those involved in hiring and promotion decisions, on recognising and mitigating unconscious bias. This training should:

• Be interactive and engaging.
• Include real-world examples relevant to the Nigerian context.
• Follow up with ongoing reinforcement and support.

7. Start employee resource groups.

Encourage the formation of employee resource groups based on different diversity dimensions. These groups can:

• Provide support and networking opportunities.
• Offer insights to leadership on issues affecting specific groups.
• Help in recruitment and retention efforts

8. Implement a mentoring programme.

Start a mentoring programme that matches employees from different backgrounds. This can help:

• Foster understanding across different groups.
• Provide development opportunities for underrepresented employees.
• Break down silos within the organisation.

9. Review and revise policies.

Examine your existing policies to ensure they support diversity and inclusion. Consider:

• Implementing flexible work arrangements
• Ensuring equal pay for equal work
• Revising dress codes to be more inclusive
• Providing inclusive benefits

10. Celebrate Diversity

Organise events and initiatives that celebrate the diversity within your organisation and the broader Nigerian culture. This could include:

• Cultural awareness events
• Recognition programmes for diversity champions
• Sharing the success stories of diverse teams

11. Engage with the community.

Extend your diversity and inclusion efforts beyond your organisation by engaging with the community. This could involve:

• Partnering with organisations that support underrepresented groups
• Participating in diverse job fairs
• Sponsoring diversity-related events and initiatives

12. Measure and report progress.

Regularly measure your progress against your diversity and inclusion goals. Be transparent about your successes and challenges by:

• Sharing diversity metrics with employees
• Including diversity and inclusion information in your annual report
• Celebrating successes and openly discussing areas for improvement

Overcoming Resistance to Diversity and Inclusion Initiatives

Despite the clear benefits, some Nigerian businesses may face resistance when implementing diversity and inclusion initiatives. Here are some strategies to overcome this resistance:

1. Educate on the Business Case

Clearly communicate how diversity and inclusion contribute to business success. Use data and case studies to demonstrate the positive impact on innovation, decision-making, and financial performance.

2. Address fears and concerns.

Some employees may fear that diversity initiatives will lead to reverse discrimination or threaten their own positions. Address these concerns openly and honestly, emphasising that diversity is about expanding opportunities for all, not taking away from any group.

3. Start small and build momentum.

Begin with smaller, less controversial initiatives to build momentum and demonstrate success. As people see positive results, they may become more open to broader changes.

4. Involve regulators in the process.

Engage those who are resistant in the planning and implementation of diversity initiatives. This can help them feel heard and may lead to valuable insights on how to make the initiatives more effective and acceptable.

5. Lead by Example

Leadership should model inclusive behaviours and demonstrate a commitment to diversity. When employees see leaders embracing diversity, they’re more likely to follow suit.

6. Provide support and resources.

Ensure that employees have the support and resources they need to adapt to a more diverse and inclusive environment. This might include training, coaching, or access to employee resource groups.

7. Celebrate and Communicate Successes

Regularly share stories of how diversity and inclusion are positively impacting the organization. This can help build buy-in and enthusiasm for these initiatives.

The Role of Technology in Promoting Diversity and Inclusion

Technology can be a powerful tool for promoting diversity and inclusion in Nigerian businesses. Here are some ways technology can be leveraged:

1. AI-Powered Recruitment Tools

AI can help reduce bias in the recruitment process by:

• Screening resumes based on skills and qualifications rather than demographic information
• Writing job descriptions that use inclusive language
• Identifying potentially biassed language in performance reviews

2. Virtual Reality (VR) for Empathy Training

VR can be used to create immersive experiences that help employees understand different perspectives and build empathy.

3. Data Analytics for Diversity Tracking

Advanced analytics tools can help organisations track diversity metrics, identify trends, and measure the impact of diversity initiatives.

4. Collaboration tools for inclusive communication

Digital collaboration platforms can facilitate inclusive communication by:

• Allowing for anonymous contributions in meetings
• Providing translation services for multilingual teams
• Offering accessibility features for employees with disabilities

5. Learning Management Systems for Diversity Training

Online learning platforms can provide scalable, consistent diversity and inclusion training across the organisation.

The Future of Diversity and Inclusion in Nigerian Businesses

As Nigeria continues to evolve economically and socially, the importance of diversity and inclusion in the workplace is likely to grow. Here are some trends and predictions for the future:

1. Increased Focus on Intersectionality

Businesses will need to recognise and address the complex ways in which different aspects of identity intersect and impact employees’ experiences.

2. Expansion of Diversity Dimensions

While ethnic and gender diversity will remain important, there will likely be an increased focus on other dimensions such as age, disability, and socioeconomic background.

3. Integration of Diversity and Inclusion into Core Business Strategies

Rather than being seen as separate initiatives, diversity and inclusion will increasingly be integrated into core business strategies and operations.

4. Greater Accountability

There will likely be increased pressure for businesses to be transparent about their diversity metrics and to tie executive compensation to diversity and inclusion goals.

5. Technological Advancements

Emerging technologies like AI and VR will play an increasingly important role in promoting diversity and inclusion.

6. Focus on Supplier Diversity

More businesses will extend their diversity efforts to their supply chains, prioritising partnerships with diverse suppliers.

7. Increased Government and Regulatory Focus

There may be more government initiatives and regulations aimed at promoting workplace diversity and inclusion.

Conclusion

Building diverse and inclusive teams is not just a moral imperative; it’s a business necessity for Nigerian companies looking to thrive in an increasingly complex and competitive global marketplace. While the journey towards true diversity and inclusion may be challenging, the benefits—from increased innovation and improved decision-making to enhanced employee engagement and better financial performance—make it a worthwhile endeavour.

By understanding the unique context of diversity in Nigeria, addressing challenges head-on, and implementing comprehensive strategies, Nigerian businesses can create workplaces that not only reflect the rich diversity of the country but also harness that diversity to drive success.