Pakistan has historically and culturally been blessed with a diverse, multicultural, multiethnic, multilingual human resource. The work climate is accordingly varied and comprises a mixed palette of strengths and outlooks, which I feel is not only the demand but the need of this century. Every successful organization is thriving on its creative edge and that can only come with a celebration of diversity – ‘individuals’ who work together for a combined vision. Being a mid-market expert, I have seen companies with a strong focus on Diversity, Equity, and Inclusion (DEI) growing by leaps and bounds, while many have yet to learn how to utilize diversity within their organization for the best results. The challenge, therefore, is not to create diversity, as it mostly already exists, but in fact to productively employ it for the best utilization of potential. Sadly, apart from the tech/banking/telecom sectors which have grown somewhat in synchronization with global needs, other sectors are still plagued by obsolete work methodologies that function on the basic assumption that ‘no need to change if it’s working.’ For example, although the textile industry is a significant contributor to Pakistan’s economy, it is facing difficulties in maintaining its competitiveness in the global market, in contrast to economies like Bangladesh, Vietnam, and Egypt, which have surpassed us. We must understand that while technology and infrastructure need to be updated, government policies and taxation need to be improved, and developing human resources is the most pressing issue to address for now. In fact, appropriate and befitting utilization of human resources can turn the tables in our favour. In terms of gender diversity Bangladesh for example boasts that 80% of its worker population in the Textile industry are women, however, in Pakistan, the figure is 30 per cent. The challenge is not to create diversity, as it already exists, but in fact to productively employ it for the best utilization of our potential. After discussion with HR personnel in this sector, it can be concluded that by addressing two minor issues–providing separate restroom facilities and transport for women–we can improve the percentage of women workers entering the workspace, which can, in turn, potentially boost productivity by 14-15%. While not a momentous change, the two facilities enabled the workforce (labourers, supervisors, and daily wagers) to feel addressed and played most favourably in creating goodwill and a sense of ownership. The true success of a diverse workforce is witnessed in Pakistan’s early startup industry, a food ordering app, a cab-hailing company, and other similar services have grown exponentially, thanks mainly to a group of futuristic leaders, who came up with innovative ideas at the right time to address a need for a problem which will be faced by the new generation. They harnessed ideation, product design, and execution by a younger generation, a mix of diversified individuals who made these startups a resounding success. These are great examples of innovation and diversity, and their model is perfect for any organization to see how the economic landscape can be changed for the better through innovation and a creative outlook. As leaders, we must capitalize on the opportunities by staying aligned with the changing dynamics. We are here to provide products, solutions, and services to a segment of the population that although in school today, in less than a decade will be our main workforce, main consumer, and decision maker. I often like to sit with high schoolers and university students and listen to their ideas for developing a business strategy, as not only are they the future consumers, sellers, and buyers, but are also aware of the gaps that exist in the market. Another aspect of the importance of a diverse workforce is that it brings new insights, which are integral to innovation. When ten different people are thinking about a problem, they come up with ten different ideas and probably twenty different solutions. The challenge for leadership is to ensure that all ten ideas are heard, and an inclusive approach is adopted to provide the organization with a competitive advantage while giving employees the confidence to express creativity. Channelling creativity and innovation in the right direction is crucial because if not managed effectively, it can easily turn into noise, relegating ‘diversity’ to just a buzzword. Respect is another significant factor. It must be mutual and even more importantly, given to not just the individual but the ideas too. There is no wrong idea and there is no wrong question, hence leaders must adopt an inclusive approach. It will require them to be cognizant of changes and most accepting of out-of-the-box ideas to value creativity for the best productive outcomes. The overall management style in our country must transform, as leaders need to be more collaborative and less authoritative. Once we find the right resources who are excellent at their work and have the right attitude, we must give them space to build by encouraging open communication, and open ideation, enabling an environment where they share their views comfortably without the fear of being judged. Human Resources, technology, products, platforms, potential everything is available, it is up to the leaders of each industry to harness creativity and innovation to make the most of a diverse group of experts. Organizations that actively promote diversity, equity, and inclusion with a razor-sharp focus on excellence will eventually lead the way. The writer is a freelance columnist