DIVERSITY, EQUITY, AND INCLUSION
WHY IS IT IMPORTANT FOR COMPANIES TO INVEST IN DE&I? When we talk to business leaders, we always start with understand- ing their “why.” Usually, they say it’s because it’s the right or socially responsible thing to do. However, diverse and inclusive organizations are often more suc- cessful than those who lack inclu- sion and diversity. When we talk about talent attrac- tion and retention, we address the fact that millennials will be 75% of our workforce by 2025. Most millennials and Gen Z have a different perspective and expec - tation for inclusion and diversity than those of us from an aging generation. They push us to cast a wider net to get the most diverse talent. WHAT CAN LEADERSHIP DO TO HELP CHANGE THE PERSPECTIVE OF THOSE WHO VIEW DE&I AS CONTROVERSIAL? Engage with different thought leaders and do research. One of the presentations that we’ve been doing recently is on the cur- rent state of DE&I and address - ing misconceptions. A lot of these terms have been used to divide us. Take “diversity:” When people hear “diversity,” they often think about what they see on the surface— age, race, and gender. But ask any leader to describe what made their best team; they will likely refer- ence diversity of skill sets. These are things that we value and that we know have made organizations successful from the start. When we start with foundational DE&I awareness and learning, a lot of people walk away saying, “I was hesitant to come, but I’m pleasantly surprised, and I see now how DE&I efforts actually apply to me.” DE&I absolutely applies to everyone.
HOW CAN BUSINESSES ASSESS THE IMPACT AND EFFECTIVENESS OF THEIR CURRENT DE&I EFFORTS?
WHAT STRATEGIES CAN BUSINESSES IMPLEMENT TO ATTRACT AND RETAIN DIVERSE TALENT?
Many organizations use com- prehensive assessments to get a baseline as to the perception of the staff. I also encourage orga - nizations to do leadership inter- views to get their perspectives on the current state and where opportunities are, and employee listening sessions similar to small focus groups. The other thing that we recom- mend for our clients is to do an annual pulse survey. It’s a good way to measure efforts and impact year over year. The thing with DE&I is that there’s a hundred different paths, and they’re all the right thing to do. But when you talk to your team members, you can priori- tize what’s most impactful and important to them.
When we look at this, we start with sourcing. Are we using inclu- sive language in our job postings? Think of job postings that still say things like, “must have the ability to stand for two hours at a time” or “the ability to lift 20 pounds.” Are we perhaps excluding indi - viduals who may have a disability? Businesses can also ensure that their website communicates their DE&I efforts. Studies show that 32% of job seekers won’t apply to your organization if they perceive it to lack a commitment to diver- sity and inclusion.* Then, companies have to look at their interview process. Some - times the best candidate isn’t always the most experienced. It could be someone who brings different perspectives or skill sets to the team. And the process doesn’t stop once you hire new talent. You have to retain that tal- ent as well. WHAT ROLE DOES LEADERSHIP PLAY IN DRIVING DIVERSITY AND INCLUSION WITHIN AN ORGANIZATION? It’s going to be hard for DE&I to be sustainable within the orga- nization if they don’t have com- mitment through all aspects of leadership. But before we can hold leaders accountable for cre- ating inclusive cultures and sup- porting inclusive environments, we’ve got to equip them for suc- cess. We have to provide training and awareness to make sure the people who shape our culture the most understand how this will help their employee experience and business. Leaders must be out front, visible, and authenti- cally supporting DE&I efforts.
WHAT DOES A CULTURE OF BELONGING LOOK LIKE FOR A COMPANY?
Organizations come to us and say, “We want to increase diverse representation and create lead- ership pathways for underrep- resented groups, women, and people of color.” Great aspira- tional goals to have, but you need to lead with inclusion. Inclusion means creating an environment in which everyone feels valued, and their voices are heard. You can have a diverse workforce, but it doesn't mean everyone feels that they belong. Once everyone feels included, you can create a sense of belonging, meaning they can be their authentic selves. When employees feel they belong, they will be more engaged and produc- tive. That’s why we say that diversity plus inclusion equals innovation.
*ACCORDING TO 2021 GLASSDOOR STUDY “WHAT JOB SEEKERS REALLY THINK ABOUT YOUR DIVERSITY AND INCLUSION STATS”
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