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After the murder of George Floyd in May 2020, hundreds of employers, including many tech companies, have expressed renewed vigor for their diversity, inclusion and belonging (DIB) policies and programs. Now, less than three years later, many of these same companies are Extreme budget cuts and staff cuts Companies that disrupt entire departments and abandon programs such as diversity recruitment, diversity training, and employee resource groups (ERGs) disproportionately harm minorities.
this moment in our nation’s history, DIB has been politicized, it is more important than ever for companies to keep their promises to recommit to their DIB commitments. Be in trouble, Current “post-pandemic” trends is quite the opposite.
The current recession and the threat of recession has undoubtedly contributed to tech companies’ downsizing decisions. myriad reasons Why this approach to tightening the belt is shortsighted. There are also other reasons to reconsider the retirement of DIB divisions and programs. First, there are morale implications as companies suggest that prioritizing diversity is for performance purposes only.and Continued Tight Labor Marketwhat does that say to potential talent from under-resourced communities? How can these workers restore trust in an organization with a reputation for turning its back on hard times?
Despite the potential public backlash from withdrawing from DIB efforts, inclusive businesses have consistently proven to benefit from better business outcomes. Improving revenue is, in part, the ability to have a wider pool of qualified candidates (especially for fully remote organizations). 76% of job seekers believe “A diverse workforce is a key factor in evaluating companies and job openings.” When a company’s employees foster an inclusive environment that reflects the communities they serve and where different voices grow, Opinions about product offerings, advertising and customer engagement will also appeal to a broader audience.
In turbulent times like these, organizations can continue to foster an inclusive workplace without breaking the bank.most powerful way Weave the DIB into the company’s organization Little cost other than time and commitment:
1. Know the current state of your employee diversity program. Are there racial, LGBTQ+ and/or gender gaps? especially within your leadership team?As on Yelp, the answer is probably yes.
2. Educate and empower leaders to listen to and act on employee needs. Managers who educate themselves and their teams to respect diversity, and managers who lead by example by demonstrating inclusive behavior, deliver DIB strategies.
3. Establish an internal pipeline for DIB-related training. Unlike expensive external consultants, Building internal capacity Also, relying on the trainer’s training model creates internal champions that consistently facilitate ongoing DIB-related learning. This works best because external training is common and often lacks organizational context. Build resources in-house Reduce the risk of organ rejection when employees use training content.
Four. Deploy an executive-led sponsorship program. This allows officers More than just URM mentoringbut they also become internal advocates, lending social cachets to undervalued employees to help them climb the ranks and reach their goals.
5. Be transparent with current and future employees. you can do this Reporting on the success of the DIB program, an opportunity to continue moving forward.holistic DIB report It’s the key to growing and retaining a diverse workforce and thus continuing to build strong programs.
We admit that public opinion about diversity in the workplace is not as enthusiastic as it was three years ago, but don’t confuse fatigue with accomplishment. If you can afford to think about the exhausting pursuit of diversity achievements over the last few years, imagine the experience of people who have experienced oppression their entire lives. Our journey towards a truly fair and inclusive workplace, one where everyone belongs, is not over. It’s just the beginning.