Embracing diversity and inclusion (DEI) is a clear business priority. From increasing revenue to improving customer reach, companies benefit from varying perspectives.
A recent McKinsey report found that companies with gender and ethnic diversity on executive teams perform better than those without. But how can businesses put DEI into action?
1. Recruiting
Creating an inclusive work environment is a key factor in attracting the best talent for your business and promoting creativity. A diverse workforce is able to provide new perspectives and bring in more innovative ideas for your company, which can increase revenue and help you grow. A diverse workplace is also more welcoming to employees and clients, which can build loyalty.
To promote a more diverse and inclusive workplace, it is important to have an effective diversity recruitment strategy. This includes using non-stereotypical language in job advertisements and making sure that your online application process is accessible to a range of people. For example, avoid using gendered words in your job titles such as “chairman” or “salesman” or referring to jobs as being for “guys.” This can deter potential candidates from applying.
Another key aspect of a successful diversity recruitment strategy is casting a wide net to attract more diverse applicants. This means advertising in more than just traditional recruitment sites, such as LinkedIn or Indeed. You should also consider posting ads in places that cater to specific groups such as women, minorities, or people with disabilities. You can also consider using social media or reaching out to professional networks and membership societies that target specific demographics.
Small-business owners often face more challenges when trying to hire a more diverse workforce than larger corporations, as they may lack access to HR departments or the budgets needed to advertise for roles. However, Janice Gassam Asare, a racial equity consultant and founder of the consultancy Jopwell, suggests that small-business owners should try to connect with specialized recruitment organizations that target specific groups, such as black, Latinx or Native American candidates. Asare and Suzanna Cameron, a florist who runs the shop Stems Brooklyn in New York, both recommend tapping into community organizations that can provide career-development programs for their members.
2. Training
When companies recruit for diversity, it’s important that their employees receive the training they need to make the most of this talent. This starts with leadership. CEOs and other senior leaders must make inclusion a top priority. They should define the company’s inclusive workplace goals and lead by example, encouraging HR to offer diversity and inclusion training sessions for all of their staff. These trainings help promote accountability company-wide and put the business on a path toward improved performance over the long term.
Embedding accessibility into work culture is an important step to increasing employment opportunities for New Yorkers with disabilities. But much more needs to be done to address the structural barriers that continue to limit these individuals’ career and economic prospects. For example, many people with disabilities face a “benefits cliff”–even a small increase in their hourly or weekly earnings can lead to the loss of government support that helps them afford basics like food and housing.
For law firms, the best way to foster a diverse workforce is to create an environment where everyone feels welcomed and can bring their whole selves to work. A growing body of research shows that diverse, equitable and inclusive businesses perform better than those that do not.
INCLUDEnyc provides training, mentorship, certifications, specialized funding and other resources to help NYS-certified minority and women-owned businesses (MWDBEs) and service-disabled veteran owned business enterprises (SDVOB) win more New York City government contracts. This is in line with the city’s commitment to promoting supplier diversity.
3. Inclusion
While diversity and inclusion are interconnected concepts, they’re far from interchangeable. Diversity refers to the demographic makeup of an organization, while inclusion is the way those diverse individuals feel valued and incorporated into the company’s culture and processes.
Companies that embrace diversity are more successful than those that simply hire a certain number of minorities to “make the company look better.” It’s not enough to bring in employees from a specific group, but it’s also necessary for the business to foster an inclusive workplace. An inclusive environment makes workers from all backgrounds feel that they belong and that their needs are being met.
To truly achieve inclusivity, it’s crucial for upper management to lead by example. This means publicly arranging for opportunities for employees to express their ideas and be open to other viewpoints. When leaders do this, lower-ranking employees will try to emulate them, leading to a natural, organic inclusion in the workplace.
In the legal profession, New York City works hard to provide equal contracting opportunities for MWBEs (minority-owned businesses and women-owned emerging managers). While the city provides a number of resources and incentives to help these firms succeed, building a team that includes people from all backgrounds takes leadership prioritization, time and tenacity.
By fostering an inclusive environment, you’ll find that your workforce is more productive, satisfied and happy than ever before. When employees feel that their unique perspectives are recognized and valued, they’re more likely to be invested in the success of the business, which will ultimately drive its success. As a result, the “bring your whole self to work” mantra will become more than just a motto — it will be the company’s way of life.
4. Mentoring
Mentorship is a vital part of an inclusive culture. It gives employees an opportunity to learn from someone who has gone through a similar experience or challenge in the workplace. Mentors can help amplify your ideas, give you feedback and encourage you. They can also help you find solutions to common problems. Creating a mentoring program in your company is an investment in employee development and will pay off when it comes to employee retention.
Diversity and inclusion are about much more than policies, programs and headcounts. Equitable employers outpace their competitors by respecting the unique needs, perspectives and potential of all their team members. They create environments where everyone feels valued and connected, which is why D&I initiatives are so important for every business.
The New York State Bar Association (NYSBA) Business Law Section has a mentorship program for young attorneys. It provides a platform for mentees to gain insight into the profession from established attorneys in their firms, as well as to connect with peers across New York City. The program helps to develop future leaders and promotes diversity in the legal community.
In addition, the NYSBA is committed to advancing global diversity, inclusion and belonging through its Centers for Excellence and Innovation. These centers bring together students, staff, alumni and community partners to provide a platform for discussion on complex topics that impact our world.
In a recent survey, the Society for Human Resource Management reported that 76 percent of respondents prioritized belonging as part of their D&I strategy. Belonging is defined as the sense of connection and community a person has with an organization. The more a person feels that they belong, the more engaged and invested they are in the success of the company.
5. Retention
The benefits of diversity go beyond attracting the best talent to your business. Inclusion also helps retain that talent by ensuring they feel valued, respected and empowered in the workplace. However, to truly reap the rewards of inclusion, you need to have a culture that goes far beyond mere “tokenism.” A diverse workforce must be inclusive in every sense of the word—not only in terms of gender, race and religion, but in how their contributions are nurtured, developed, and recognized.
One important step in this process is for businesses to take a hard look at their existing hiring practices and policies. It’s easy to see that many companies are not making the effort they need to ensure equal opportunity. For example, the gender wage gap continues to exist; in New York City, women make 86 cents for every dollar men make. Moreover, many women are not promoted to the top ranks of management, and if they do reach those positions, they tend to be highly compensated.
In addition, many minority- and woman-owned businesses are underutilized in the city’s contracting process. The city’s chief business diversity officer reviews agency procurement data and relevant research to identify meaningful progress towards addressing these inequities, and to assess whether any adjustments should be made to the city’s policies.
Building a more diverse and inclusive team requires leadership prioritization, time and tenacity. It takes a long-term view to set the right tone in the boardroom, train staff and encourage employees to speak up for themselves or for those who might not have a voice. Ultimately, the goal is to create an environment where everyone feels they belong and can bring their whole selves to work, which ultimately improves productivity and company performance.
