Diversity & Inclusion builds a stronger business

Pest companies that commit to strategies that empower employees can be more successful businesses and better meet customers’ expectations, advises Sarah Hughes of Syngenta. She offers some tips and ideas from the Syngenta global business strategy that can be equally applicable for pest businesses of all sizes.

With some 28,000 employees across the world, the Syngenta Global business is dedicated to developing proactive diversity and inclusion strategies that maximise the potential to attract and retain the best people. 

The principals involved in a successful worldwide company approach are just as relevant and important for pest control business of all sizes in the UK, according to Syngenta Business Manager, Sarah Hughes (below, left).

Presenting London Network Pest Solutions as the winners of the first Syngenta-sponsored Diversity & Inclusion category at the National Pest Awards, she welcomed the company’s commitment to developing strategies that empower employees and meet customers’ expectations. 

“With the industry grappling with a shortage of skilled labour, it makes absolute sense to open opportunities for new entrants as widely as possible, as well as to retain valued existing employees with a culture of inclusivity.”     

Sarah urges that, for a progressive pest control business, a diverse and inclusive workforce enhances the ability to attract and retain top talent, foster innovation and develop a competitive advantage.

“Inclusive workplaces have higher engagement levels, leading to increased productivity and better business outcomes,” she says. 

Diversity and Inclusion (D&I) training programs have been shown to increase employee engagement by up to 20% and reduce staff turnover by up to 12%.

Sarah points out that businesses with renowned inclusive cultures experience 54% higher employee retention rates, which reduces costly employee turnover and associated recruitment expenses.

When it comes to business profitability, Sarah highlights that companies with high D&I scores outperform their peers by 35% in profitability and productivity. Businesses that focus on gender diversity at the senior executive level outperform their peers by 21% in profitability and 27% in value creation.

“Gender-diverse leadership teams are 25% more likely to achieve above-average profitability and capture new markets,” Sarah reports. 

“Above-average diversity generates 19% higher innovation revenue, 9% higher earnings margins and are 54% more likely to develop new innovation.”

Studies have revealed that companies with higher levels of diversity outperform homogeneous teams by 73% in innovation and creativity.

“Companies with strong diversity and inclusivity programmes often enjoy enhanced reputation, brand equity, and customer loyalty, which positively impacts financial performance.”

And since D&I principles promote ethical and responsible business practices, companies with higher gender diversity among management teams are more likely to adopt proactive environmental practices and sustainability initiatives for long-term success.

It also creates more agile and responsive businesses, she believes. “Diverse teams are better equipped to anticipate and respond to the needs of diverse customer segments. Studies have shown diverse leadership management teams make better and faster decisions 87% of the time.”

Sarah says the experience and learnings from all the finalists of the Pest Awards’ Diversity & Inclusivity category have created a blueprint for the industry. 

“We are pleased to be able to sponsor the category again for the 2025 Pest Awards, and look forward to seeing more great examples and how the industry progresses.”