In today’s rapidly evolving business terrain, companies are increasingly recognizing the value of diversity, equity, and inclusion (DEI) strategies. Leading this charge is DEI expert Abisola Dike, whose significant work has helped numerous organizations foster inclusive environments that enhance both employee well-being and productivity.

Abisola Dike is a seasoned Human Resource (HR) professional with a Master of Science degree in Human Resource Management from the esteemed Swansea University. Her expertise is further validated by the Chartered Institute of Personnel Management, Nigeria, which has certified her as a Personnel Manager. Currently, Abisola contributes her talents to Bame Mental Health Support (BMHS) in the United Kingdom, where she undoubtedly leverages her DEI expertise to create a supportive and equitable environment for employees.

In an exclusive interview, Abisola shares her insights on the profound ripple effect that inclusive work environments have on businesses and their employees. She starts by emphasizing the impact leadership commitment has on the possibility of DEI in organizations.

“Leaders must be vocal champions of DEI. They need to set the tone from the top and hold themselves and their teams accountable for creating an inclusive culture,” she said.

She recalls how at a former organization, Cashlink Leasing Plc, where she worked in Business Development, she directed HR initiatives including talent acquisition, performance management, and employee development, significantly reducing turnover and improving employee satisfaction scores. She is noted to have also implemented comprehensive training and development programs, resulting in a more skilled and competent workforce.

Talking about the importance of diversity in innovation, she asserts that “Diverse teams bring a variety of perspectives and experiences to the table, fostering creativity and problem-solving. When different viewpoints are valued, it leads to more innovative solutions and a competitive edge in the market.” Abisola shares an example from her human resource work with a leading transport company, Lagos Bus Service Limited.

“I brought together a diverse team of experts to address the challenges faced by Lagos commuters. It not only sped up the development of innovative solutions but also created services that better cater to the needs of our diverse ridership. Our diverse team was able to identify and address specific challenges faced by different segments of our commuters, a feat that a homogenous team might have missed,” Abisola said.“Do inclusive work environments cause remarkable productivity pay-off?” I probed.

Abisola pointed out that when employees feel included, they are more likely to be engaged and motivated. “Engaged employees are more productive because they are invested in their work and aligned with the company’s goals,” she explains.

“A study by the Harvard Business Review supports this, showing that companies with high levels of diversity and inclusion see a 19% increase in innovation revenue. This is a clear indicator that inclusivity drives not just employee satisfaction but also tangible business results,” Abisola states.

Educating on practical steps for fostering inclusion, Abisola emphasizes a three-pronged approach to fostering a DEI-inclusive workplace. First, she advocates for comprehensive DEI training to educate employees about unconscious biases and inclusive behaviours. Second, she stresses the importance of open communication channels through regular surveys, focus groups, and open forums to ensure employee voices are heard and valued. Finally, Abisola highlights the crucial role of mentorship and sponsorship programs in promoting equity and nurturing diverse talent, allowing underrepresented employees to advance in their careers.

As more companies embrace these principles, Abisola plans to help the business world move closer to a future where diversity, equity, and inclusion are not just ideals, but integral components of organizational success. Driven by a passion for creating positive change, she aspires to contribute significantly to the evolution of DEI practices on a global scale.