We don’t judge clients on their social justice record, we just offer help to make beneficial choices.
Research has repeatedly shown that diversity, equity, and inclusion go hand in hand with business performance. Over the past five years, diverse companies out-earned their industry peers.
Although research from McKinsey, Fast Company, Harvard Business Review all support the business case for diversity and inclusion, it’s social justice issues driving the DEI initiatives. Perhaps it is time to change the narrative. The DEI strategy should focus on improving the company's overall cultural and profitability position.
Many companies have adopted diversity-related verbiage, however, progress has been slow and the attention is on headcounts and not on workforce inclusion. That is the greatest challenge for organizations, even if the company is relatively diverse. Inclusion is where the value resides; force-feeding a DEI strategy without the right motive and environment will encourage rebellion. The problem is, organizations are trying to diversify without ever evaluating the skills gaps, corporate culture, or how diversified the overall industry may be. You can’t just outlaw bias and improve your cultural and profitability position without laying the groundwork.
Most DEI professionals ask the wrong questions because their impetus is correcting social justice issues and not workforce quality and optimization. It is vitally important to get the right people involved and determine the appropriate goals and objectives. The outcomes will depend on the professional perspective. If personnel managers and human resources directors are looking to preempt bad publicity and correct a poor diversity record when leading the charge, they will tend to focus on avoiding problems, lawsuits, and productivity problems. It’s the core function of their job responsibilities. The emphasis should be on building corporate empathy and a quality diverse workforce.
There are numerous proven tactics, such as special recruiting initiatives, mentoring programs, and starting a DEI task force to work with managers in solving workplace problems and promoting social accountability. This approach adds value and benefits management, staff, and the company’s bottom line. The ultimate goal is to redirect the team motivation, build cultural harmony and move away from social justice issues. Real change will require radical rethinking and recasting the actors involved.
Real change is possible when/if leaders choose principles over profits, education over politics, and talent over race/gender. Hold people accountable based on logic, best practices, and workforce efficacy. When looking at the data, and talking with the executives, what works and doesn’t becomes clear. It all points to the coherent case for a robust diverse team; these firms are more likely to financial outperformance old models have the strongest likelihood to win out over time.
All the latest research shows that this DEI strategy works best, but progress is slow at many companies, and some are even stalled or slipping backward. DEI must remain a priority; companies are encouraged to take far bolder action to promote an inclusive environment and behavior that is long-lasting. In the COVID-19 crisis area, inclusion and diversity matter more than ever.
You may enjoy these two articles on the importance of the right DEI strategy.
https://damarstaffing.info/DEIDoneRight
http://damarstaffing.info/ChangeOrSettlements
DaMar Staffing Solutions of Indianapolis is a full service, contingency-based recruitment firm, focused on administrative and professional staffing for all industries. There are many staffing agencies, but you want a staffing agency that will work for you. With over 20 years of experience, DaMar Staffing Solutions has built a reputation for providing quality service, top-notch professionals and flexible recruiting solutions for Indiana companies.