WHAT’S WORKING FOR THESE COMPANIES COULD WORK FOR YOU
Good news: Everyone is talking about diversity. It seems the message that companies with a diverse workforce boast increased sales, more customers and greater profits has gotten through. Diversity drives innovation, boosts employee satisfaction and enhances company reputation.
Bad news: There is still more talk than change, even as sensitivity trainings proliferate in conference rooms across America. That’s likely part of the problem: training is important, but too often it occurs in a vacuum, a reflexive punt to HR to “check the box,” without due consideration given to overall goals, or how it fits within a broader strategy.
Here’s what we know: diversity and inclusion is a cultural value, not an HR problem or a legal requirement. It’s only when efforts to address diversity and inclusion start at the top that we start to see substantive results; until then, it’s mostly window dressing.
Strategies range depending on company goals and culture; here’s a summary of ideas that are working for Modern Human HR clients and other companies striving to create inclusive workplaces that reflect the rich diversity of the American workforce.
Establish goals. Why is diversity and inclusion important to your company? What are your goals? Pick one to three goals and do them well.
Commit to goals, then measure and act. For example, Expedia set a target for 20% of all VP roles to be held by women in 2020. Or: evaluate gender promotion velocity. Determine the rate of promotion for women and minorities v. white males and create a goal to close gaps.
Hire people who don’t look or think like you.
Develop policies. e.g. formal nondiscrimination and anti-harassment policies. Ensure that there is a clear path for complaint intake and that investigations are conducted swiftly and have a bias for action for substantiated cases.
Close pay gaps. In April 2018 Salesforce CEO Marc Benioff wrote a check for approximately $3M to close the gender pay gap.
Expand flexibility, which affects gender parity. 96% of workforce needs it, only 42% get it and only 34% of women get it.
Train. Communication, sensitivity — whatever aligns best with your goals. I recently implemented an anti-harassment program for the top 2,700 executives at a Fortune 25 tech company that provided them with tools to disrupt and address behaviors.
Create programs that engage and inspire. The consulting firm Slalom works hard to ensure an environment where all employees feel safe to bring their whole selves to work. In addition to affinity groups, Slalom has formed inclusion councils to hold themselves accountable and assess progress towards diversity and inclusion.
Take the CEO pledge. More than 800 CEOs have signed on to The CEO Action for Diversity & Inclusion. The organization aims to ensure safe work environments, mitigate unconscious bias, and share best – and worst – practices. Another aspect to the CEO Action is involving board of directors or governing bodies in reviewing progress towards diversity goals.
Enlist the Board. theBoardlist aims to drive performance through increased gender diversity on corporate boards. I recently had a client reach out to the theBoardlist for nominations; I’m pleased to report that two women have joined the newly formed board. We’re increasingly seeing boards that hold companies accountable for diversity and inclusion metrics.
Create diversity in venture funding. Founders for Change challenges venture capitalist to diversify. 1000+ founders have signed on. The list that FFC offers marks the first time that founders will be able to create investor target lists using resources that include investment stage, sector and diversity – all in one place. The implicit message: “Diversify or keep your money.”
Remember: Diversity and inclusion is a company value not an HR program. Diversity needs a leader in the business to ensure success. Think beyond unconscious bias training — training is important, but it’s not enough. Dig into your HR data to uncover gaps. Survey staff to identify challenges. Creating a diverse and inclusive workforce is not just about recruiting, or promotion; it’s not just about pay equity. It’s also about comfort: Do I feel comfortable to be my most authentic self at work? Can I speak up at this organization?
Companies that embrace diversity and reap its benefits lead by example; they create a culture of inclusion at their organization and say no to double standards. Look at your values. Are you living up to them?