Technology start-up Diverst today announces the launch of the first-to-market Diversity Management Platform, allowing organizations to level up their diversity initiatives by connecting people in engaging new ways to achieve superior business results.
While still in beta, the company was discovered by several leading F500 and Global 1000 corporations who recognized the opportunity to bolster their D&I successes. The company is happy to announce that as of today, the Diverst product suite is in general availability and all clients are welcome.
Corporate diversity has been gaining momentum for the past several years, much of it focused on recruitment. But as organizations were expanding their diverse headcount, ERG/BRG creation and associated activities, little had been done in the way of systematic engagement, inclusion, administration and measurement.
Diverst CEO Andre Laurin says: "now, organizations can focus on engagement that leverages uniqueness, breaks-down diversity silos and uses rich conversations for problem solving, creative collaboration and purposeful mentoring". Laurin goes on to say that "diversity is the gateway for bona fide culture building and sustainable innovation".
It has been widely accepted that workplaces that encourage and promote authenticity attract and retain the best talent. With Diverst's platform, a company can now have 360° visibility and actionability around this critical success factor.
According to McKinsey, "Gender-diverse companies are 15% more likely to outperform their peers and ethnically-diverse companies are 35% more likely to do the same."
According to Harvard Business Review, "Employees of firms with 2-D diversity are 45% likelier to report a growth in market share over the previous year and 70% likelier to report that the firm captured a new market"
According to Bersin by Deloitte, "Diversity High Performers have 2.3 higher mean cash flow per employee over a three-year period, 1.8 times more likely to be change-ready and 1.7 times more likely to be innovation leaders in their market."
Laurin closes by stating a simple pain-point: "the funding and staffing for diversity initiatives have grown exponentially in the past three years, whereas the technology to support organizational diversity and inclusion objectives hasn't kept pace".