Diversity + Inclusion = Equity & Equity = Loyalty + Growth

Diversity and inclusion are the only paths to equity in your organization. And equity is the only path to meaningful growth and loyalty in your employees and customers. And the growth of your organization depends entirely on your employees and customers.

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Workforce management is no longer about simply checking the boxes, meeting quotas set forth by the Equal Employment Opportunity Commission (EOEC). An inclusive workplace is the foundation of every transformative global organization: a diversity of culture and its accompanying experiences are vital to a transformative workforce.

“Companies who embrace a range of diverse opinions are in a better position to create better relationships with customers, identify opportunities, and read and react to changes in the market than those with monocultures.” ~ Built in

Visionary leaders are emotionally intelligent, placing high priority on continuing education and professional development offerings, presenting equal opportunities for all employees. Successful leaders implement a transparent pay structure and reward hard work with a compensation strategy. The entire team is called to the huddle when building business objectives and KPI’s; they encourage open feedback in everyday work life.

Diversity and inclusion must be integrated into every aspect of the recruitment, evaluation, and management processes, workflow, and structure. The fastest growing global companies have a dedicated D&I team that “evaluate its organizational culture, values, and help managers learn how to better handle and manage diverse groups.” Effective leaders consistently convey their sensitivity to the unique cultures of the team.

According to a study conducted by Qualtrics, an impactful comprehensive strategy to foster, advance and reinforce diversity, inclusion and equity in your workplace includes the following tactics:

· Do your diversity, equity, and inclusion homework: “We need to educate ourselves first,” says Judith Williams. A simple Google search provides unlimited resources on the topics.

· Carefully analyze and assess your data: employee and leadership demographics. This provides the framework critical to set benchmarks and metrics to meet the DEI goals you seek.

· Set measurable targets and implement a strong accountability process with outcomes linked to compensation bonuses.

· Review your hiring process: talent pipeline, strategies your hiring team uses to attract new employees - where are you posting new positions? Move beyond the same standardized websites to seek unique talent.

· Hire for culture and contribution: hiring practices over the past decade have focused on cultural “fit” - resulting in a homogenous group of clones, most unlike 80% of your customers. Shake things up. You will be greatly rewarded with employee loyalty and increased customer engagement and satisfaction.

· DEI must run deep in your corporate veins; your mission statement must reflect your commitment to DEI in a positive and inclusive manner.

“… diversity attracts diversity. People are more likely to join an organization where they can be their authentic self and find people with shared values and opportunities that will challenge them … aspire to be a company that empowers people and provides them with the environment and tools to be the best they can …” ~ Built in

Diversity drives innovation, spurs growth, and increases employee and customer loyalty. Since 911, studies show this tragedy reminded us that doing well also means doing good.

The 2017 Cone Communications CSR Study states:

“…utilizing benchmark data dating back to 1993, revealed that 87 percent of consumers said they’d purchase a product because a company advocated for an issue they cared about and more than 75 percent would refuse to purchase a product if they found out a company supported an issue contrary to their beliefs.” ~ Sustainable Brands

Millennials and Gens Y&Z continue this trend as they make purchasing decisions based on the level of corporate involvement and social responsibility to their communities, environment, charitable causes, and global initiatives.

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