In today’s business world, heavily influenced by globalization, diversity should no longer be

viewed merely as an ethical principle or a corporate communication strategy. It now represents a

critical strategic lever for any company that aims to evolve sustainably, continuously innovate,

and remain competitive in increasingly heterogeneous markets. Diversity refers to the

recognition and appreciation of individual differences within an organization, whether they are

cultural, social, religious, generational, linguistic, physical, or related to gender or sexual

orientation. Each of these dimensions enriches collective thinking and contributes to building a

more agile company, better connected to the realities of its clients.

As the leader of a shoe company with international ambitions, it is imperative to make diversity a

central pillar of your organizational strategy. Not only does this create a more humane and

respectful work environment, but it also serves as a driver of innovation, performance, and

competitive differentiation (Queens Borough Community College, n.d.).

One of the most direct applications of diversity within a company lies in marketing and product

development. A team composed of diverse profiles is far better equipped to understand the needs,

preferences, and sensitivities of varied market segments spread across different geographical and

cultural regions. By drawing on the cultural backgrounds and personal experiences of employees,

a company can design marketing campaigns that are more inclusive and authentic, and create

products that resonate deeply with multiple communities.

As highlighted by the Stanford Social Innovation Review (2020), including historically

marginalized voices in the innovation process allows companies to identify overlooked needs

and develop truly transformative solutions. For instance, a multicultural team can adapt a shoe

collection based on regional style preferences, favored materials, or the symbolic meaning of
certain colors. This ability to customize offerings while respecting the consumer's identity

provides a significant advantage over competitors who may lack this cultural sensitivity.

To enable diversity to thrive and become a tangible asset, it is essential to implement inclusive

and equitable hiring policies. Among the most effective practices is blind recruitment, which

removes personal information from applications to focus solely on skills and experience, thereby

minimizing unconscious biases that often hinder access to employment for many talented

individuals (Brazle, 2023). Companies can also form diverse hiring committees to ensure fairer

and more open assessments.

Furthermore, it is wise to partner with universities, professional associations, or NGOs that work

with underrepresented communities to broaden the talent pool and increase inclusive hiring

opportunities. It is equally important to ensure that the work environment is accessible: this may

include flexible hours, remote work options, prayer or rest spaces, and a zero-tolerance policy

toward discrimination. According to Lumen Learning (n.d.), such accommodations enhance

employee satisfaction and engagement, foster innovation, and strengthen customer loyalty by

projecting a responsible and forward-thinking brand image.

Creating an inclusive organizational culture requires a structured, continuous approach aligned

with the company’s overarching vision. The Balanced Scorecard, a strategic tool developed by

Kaplan & Norton (1996), offers a framework for aligning inclusion objectives with four core

performance areas: customer satisfaction, internal processes, organizational learning, and

financial outcomes. This method helps leaders translate abstract values like diversity into

concrete, measurable, and trackable actions (Balanced Scorecard Institute, 2019).

in leadership, satisfaction levels among minority employees, or linguistic diversity within teams

—enables companies to monitor progress and ensure organizational accountability. Additionally,

offering training on unconscious bias, equity, and intercultural intelligence to all employees

strengthens collective awareness and promotes more harmonious workplace relations.

It is also beneficial to implement mentorship and leadership development programs for

employees from underrepresented groups to support their professional growth. Lastly,

celebrating diversity through cultural events, themed days, or intercultural dialogue forums helps

foster a genuine sense of belonging and inclusion (Sodexo, n.d.).

Integrating diversity into management practices is not merely a symbolic or ethical act—it is a

long-term strategic approach that is essential for success in today’s complex and competitive

global environment. A shoe company with an international outlook stands to gain enormously by

adopting inclusive policies, using tools like the Balanced Scorecard to measure progress, and

cultivating a workplace where every employee, regardless of their background, can fully express

their potential. By embracing the richness of human differences, the company positions itself as

an innovative, attractive, and sustainable player, capable of responding with agility to the diverse

expectations of its global customer base.

References

Balanced Scorecard Institute. (2019). Linking sustainability to corporate strategy using balanced

scorecard. https://balancedscorecard.org/wp-content/uploads/2019/08/BSI-linking-sustainability-

to-corporate-strategy-using-balanced-scorecard.pdf
Brazle, D. (2023). The impact of blind recruitment on workplace diversity. [Source à vérifier ou à

remplacer si fictive]

Kaplan, R. S., & Norton, D. P. (1996). The Balanced Scorecard: Translating Strategy into

Action. Harvard Business School Press.

Lumen Learning. (n.d.). Corporate Social Responsibility.

https://courses.lumenlearning.com/clinton-wmopen-introbusiness/chapter/corporate-social-

responsibility/

Queens Borough Community College. (n.d.). Understanding diversity in the workplace.

Sodexo. (n.d.). Belonging and Inclusion at Work.

https://www.sodexo.com/working-at-sodexo/belonging-and-inclusion

Stanford Social Innovation Review. (2020). Using diversity and inclusion as a source for

humanitarian innovation.

https://ssir.org/articles/entry/using_diversity_and_inclusion_as_a_source_for_humanitarian_inno

vation