DPI hosted a provocative REIMAGINE DIVERSITY webinar last week.
Leaders and employees are navigating diversity fatigue. Consumerism has now become a channel for change. Consumers are willing to pay more if a company aligns with their personal moral values. Customers care about sustainable and ethical work practices. Being a diverse and inclusive organization is not a nice to have ala carte menu item. It is a vital part of the business model for 2022.
DPI featured 3 presenters: Roslyn Rice, Loretta Calvin and Renee Scott
Below are sound bites from the REIMAGINE DIVERSITY online webinar. You can find it HERE.
ROSLYN RICE:
The future is pulled forward. Our global world has experienced more change in 2 years than we have in 2 decades. Baby boomers are now the fastest growing category of ecommerce shoppers. If business owners only focus on race or gender they will miss an opportunity to engage this population of shoppers who in the past have slowly adopted technology.
Diversity fatigue happens when there is stress associated with management’s attempt to diversity the workforce through recruiting and retention efforts. Also the definition has expanded to include those that are minorities and are fatigued hearing and teaching about their differences.
The Great Resignation - 38 million people walked off the job in 2021; this is a disruptor to business, there is burnout, exhaustion and grief; employees don’t feel valued and don’t feel like an individual contributor. We are now navigating a job seeker market.
It’s time to go beyond race since this is only one diversity dimension; it’s one way that we identify ourselves. Only looking at race can cause a narrow focus and blindspot in other areas of organization. It is time to go beyond compliance based diversity dimensions when we are building an inclusive culture.
Loretta Calvin
Diversity - Presence Of Differences
Ex: Religious beliefs & practices, sexual orientation, political perspective, (dis) ability, differently able, etc.
Equity
The Process Of Fairness
Ex: Equal pay, candidate sourcing, job placement, food sourcing, fair education practices, and healthcare affordability/access/availability
Some questions asked as you move towards equity:
Is there fairness for those that have different housing needs?
Is there fairness for those in different income brackets? Is there fairness in supporting the different income brackets in regards to housing?
Is there fairness in purchasing fresh food sources?
Does everyone have access to the same benefits?
Are private schools proving more quality education? If so, is that fair for the students you can’t afford it?
Where are we sourcing talent? Is there fairness in the process to bring forth diverse candidates?
Is the process fair?
Inclusion
The outcome ensuring diversity feels welcome.
Do people feel welcome in your workplace?
Marketing and branding - does it include all?
People will make decisions on where they used to work based on if it is an inclusive environment. On the website is diversity represented authentically?
Are there intentional efforts to foster inclusion?
Belonging
An individual sense of acceptance.
The new datapoint measurement for the workplace.
Leads to greater job satisfaction.
The extent to which someone feels accepted, valued, respected, and encouraged to show up as an authentic being.
Do I belong here?
Indeed 2022 Report - Less than 50% of LBGTQ feel comfortable in the workplace
55% of ethnic and minority workers feel uncomfortable
75% of males and 70% of females non minority workers feel welcome & comfortable
You can miss how minorities feel in the workplace if your topline demographics are skewed towards non minority workers and leaders.
Where is your organization positioned in these areas - Diversity, Equity, Inclusion and Belonging?