Christine Shaw, CEO Naylor Association. Solutions
Christine has led two successful businesses as CEO, served in executive leadership positions in companies known for employee diversity, and regularly conducts a podcast that supports women in their careers.
During a recent MediaGrowth Excellorator presentation, she shared how DEI policies and programs strengthen companies’ reputations and make them more successful by encouraging the representation and participation of often marginalized people. Here is some of what she said. The goal of DEI is not merely to recruit a more diverse workforce, but to implement procedures to ensure that all employees are heard and feel included.
- Companies with gender diversity in the executive team were 25% more likely to have above-average profitability than companies that did not. (McKinsey & Company study.)
- Next generation employees say they are more likely to go to work for a company that supports diversity. (McKinsey)
- It’s important that DEI training includes all employees (even the executive team) and is part of on-boarding procedures for everyone.
- Create a DEI committee led by employees. Participants should be involved because they want to be involved, not because they belong to a certain group. Make it fun.
- The “trickiness” around what to say and do at holiday times can be minimized by gathering to hear about each other’s celebrations, traditions, holiday foods…
- Create a “Cause Awareness Calendar” to create awareness of initiatives that are important to people.
- Work to expand your recruiting network. Minimize the possibility of unconscious bias by removing names when team members are evaluating applicant materials.
- Review your company’s look and branding. Photos and messaging that reflect an inclusive tone will attract, rather than repel, people whose talents and/or business you need.
- Update and share company diversity statistics in town hall meetings.
- There are good, free resources available to small companies that aren’t sure where to start with a DEI program: https://www.linkedin.com/learning/topics/diversity-equity-and-inclusion-dei
- Check with your legal advisor to avoid missteps.
- Start small if necessary, and don’t stop. Regular mention of DEI is critical once begun.
