Unless you are in a homogeneous country like Japan, diversity in the workplace is a real plus. Not only does it make a good impression on visitors, but it reflects a wise and well-thought-out hiring policy. Also, it gives the individuals from various communities an opportunity to relate to one another that they might not otherwise have had.

We shouldn’t forget that just a few decades ago, a diverse workplace was virtually non-existent in South Africa. The nickname of “the job reservation act” was accurate – it unashamedly reserved jobs that were even halfway decent for white people. A person of colour, no matter how gifted or hard-working, could never aspire to be even a train driver. Whites held a monopoly over professional, administrative and clerical occupations. And that was just one of the draconian apartheid laws.

It is difficult for millennials to conceive of the world that was South Africa before they were born. Like young people everywhere they accept their lives as given and look to the future, not the past. They are not intimidated and restricted in the myriad ways that their elders were. Although there unquestionably are challenges and obstacles in their way, many dating from those terrible years, they should not take the opportunities they do have for granted.

A hundred years ago a man was born in the small village of Mvezo in the Eastern Cape. He was Nelson Rolihlahla Mandela, and he was destined to be a major architect of the changes that would bring about an end to all apartheid. He opened his own law firm in Johannesburg in 1952 and after a few months invited Oliver Tambo to join him in his practice. It was the first law firm in the country to be run by black partners. They were inundated by people seeking justice and help amidst the injustice of those days. By 1960, Mandela had been charged with treason and Tambo had to flee the country.

The story is well known, and what continues to amaze – and irk – some people is his forgiveness of his oppressors. Blood was shed, but there was not a civil war. There was give and take at CODESA where the principles of a new constitution were hammered out. Ultimately, Mandela became the first democratically elected president of South Africa on 27^th April 1994.

On the road ahead, we have to promote growth, support urbanisation with better municipal services, improve education and training, and set our economy on the road to prosperity for all South Africans. But at least we are starting to do all this in a country where race and religion are no longer allowed to be used to act as a springboard for some and a ceiling for others.

Diversity in the workplace is now a fact in South Africa, but it is not without its difficulties. There are still accusations of racism at work and of tokenism, and workplaces that are superficially successful may nevertheless require diversity training to teach intercultural skills. These skills should be valued alongside any other business skills because they do impact an organisation’s local and international success.

Numerous studies have found that companies with diverse teams are more profitable than homogenous businesses. A 2015 McKinsey report on public companies noted that those with the most ethnic and racial diversity in their management were 35 percent more likely to be financially successful. – Advantages and Disadvantages of Diversity in Workplace, Chron, L Emma

This happens because there are more innovative ways of thinking in a diverse team, which refresh the old and sometimes wrongly trusted ideas and approaches.  Diversity helps a company to avoid blunders because there is more cross-cultural awareness and understanding. Diverse groups are more creative, since there is a multiplicity of voices all bouncing ideas off one another. A recent study from Forbes concluded that “the best way to ensure the development of new ideas is through a diverse and inclusive workforce.” – Forbes Insights, Global Diversity and Inclusion.

Of course, there are teething problems in the early stages of becoming a diverse workforce, often caused by entrenched prejudices or ignorance of another culture’s sensitivities. Some members may be hesitant to make their voices heard; ideas of etiquette and management styles may vary greatly, and of course there is the hurdle of different degrees of familiarity with the preferred language. There will probably also be short-term cost outlays, for diversity training or special facilities to accommodate different group needs. However, diversity does eventually lead to greater harmony and increased financial rewards as all the employees can actively contribute to the effectiveness of the organisation.

Diversity is needed if we are to create team spirit among all the South Africans employed in an organisation, and then continue to work across borders and international boundaries. So we tip our hats in recognition of how far we have come, but we are not complacent. The adventure of providing stimulating, nurturing work environments for our economy and all our people goes on.