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Social TV Podcast: Diversity and Inclusion in The Working World

  Workplace diversity has been in vogue for some time. Companies are still struggling to comprehend what it means for their organisation, why it is important and how to include diversity in ones talent management strategy. It is well known that people with diverse identities, backgrounds and circumstances bring with them different perspectives which can challenge group think and lead to more innovative ideas
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A Company Built by People for People, We Are SURGO!

“To be free is not merely to cast off one’s chains, but to live in a way that respects and enhances the freedom of others." - Nelson Mandela Surgo was established by a group of individuals lead by Rudé Alley, a female entrepreneur in her early 30’s. With a group collective of changing the working world forever and, to be seen as the “next generation” – we seem to have achieved that, by establishing a working environment that delivers against all odds, yet still has the personal Ubuntu spirit within the management style. Being Human Resource enthusiasts, our Surgo management team embraces the human factor of ‘putting employees first ‘and empathising with their circumstances and accommodating all, while still sharing the responsibility to meet client expectations and to deliver against the odds. With over 170 employees working remote, nationally, we sustain operational efficiency through an ethical practice of honesty, accountability, responsibility and employment of like-minded individuals. We have achieved what most organisations are struggling to adapt to, in the new world of work, by having a full rounded “Work From Home” solution. The world of work (and the world) is changing; and it is our duty to change along with it.
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Diversity and Inclusion in the Workplace

Press Release Diversity and inclusion in the workplace is a requirement for the youths Workplace diversity has been in vogue for some time, but many companies are still struggling to define what it means for their organization, why it is important, and how to include it in their talent management strategy. South Africa is fortunate to have a youthful nation. However, the recent unemployment statistics pertaining to young people is cause for concern. The 2020 fourth quarter Labour Force Survey found that about 8,6 million young people aged between 15 and 34 years are not in education and not in employment. This year National Youth Day and Youth Month will be celebrated under the theme: “The Year of Charlotte Mannya Maxeke: Growing youth employment for an inclusive and transformed society.” It is against this background that Surgo (Pty) Ltd, an International Business Process Outsourcer, who specialists in the Contact Centre Industry and HR Consulting Services, has dedicated this Youth month to encourage gender inclusion and foster diversity in the South African workplace. Companies with inclusive, supportive environments have better reputations and branding; they draw better candidates for vacancies and retain top talent for longer. Diversity and inclusion (D&I) is more than policies, programs, or headcounts. Equitable employers outpace their competitors by respecting the unique needs, perspectives and potential of all their team members. As a result, diverse and inclusive workplaces earn deeper trust and more commitment from their employees. According to Deloitte, diverse companies enjoy 2.3 times higher cash flow per employee. Gartner found that inclusive teams improve team performance by up to 30 percent in high-diversity environments. In a BCG study, companies with diverse management teams had a 19 percent increase in revenue compared to their less diverse counterparts. But what is a diverse and inclusive culture? Jill Miller, diversity and inclusion policy adviser at the CIPD (The Chartered Institute of Personnel and Development, a professional organisation that has helped to shape pay gap regulations), describes an inclusive culture as “supporting people to perform at their best as they will be able to be themselves and know their contribution is valued”. According to the European Commission Report entitled “The Business Case for Diversity in the Workplace: Sexual Orientation and Gender Identity, it makes good business sense for companies to try and make their Lesbian, Gay, Bisexual, Transsexual and Intersex (LGBTI) employees feel more included in the workplace. The Labour Research Service of South Africa note that Discrimination and violence against people of diverse sexual orientation and gender identity is a serious problem around the world, and South Africa is not immune despite our progressive laws. A diverse and inclusive environment establishes a sense of belonging among employees. When employees feel more connected at work, they tend to work harder and smarter, producing higher quality work. As a result, organizations that adopt D&I practices see huge gains in the form of business results, innovation, and decision-making.
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