The topic of workplace diversity, equity, and inclusion is at an all-time high right now. It has been proven that there is a direct correlation between inclusive workforces, productivity, and revenue. According to the McKinsey & Company diversity report, “companies in the top-quartile for ethnic and cultural diversity on executive teams were 33% more likely to have industry-leading profitability.”
Without a strong DEI program, though, your organization could face internal harassment incidents, discrimination lawsuits, high employee churn, and a poor corporate reputation, leading to lost customers and clients.
Join inclusive marketing consultant, speaker, and author Michelle Ngome as she outlines DEI best practices that will increase your organization’s revenue, as well as prevent workplace incidents.
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Finding Value Before a Crisis: How Workplace DEI Drives Revenue and Prevents Incidents
1. H o w W o r k place D E I D r i v es R e venue
& P r e v ent s I n c idents
Finding Value Before a Crisi
Michelle Ngome
Fractional Diverse Marketing Consultant
Line 25 Consulting
2. Agenda
Measuring and accountability to your DEI plan
The significance of content and communications to internal and
external audiences
Creating a culture of belonging for productivity and success
Using DEI as a preventive measure
3. About Michelle Ngome
Line 25 Consulting
The 6 Methods For Your Organization to Become Inclusive
The Language of Inclusion – DEI Glossary
Education
University of Houston Victoria
Cornell University
University of South Florida
African American Marketing Association
Marketing For The Culture Podcast
Marketing For The Culture Summit
4. What is DEI?
Diversity: individuals representing various backgrounds; gender, race, age,
religion, military, and other factors.
Work location
Job function
Management level
Seniority
Inclusion: equal access to information, opportunities, and resources to all
people.
Equity: acknowledging individuals’ specific needs, experiences, and goals.
5. Many organizations have a
diverse workforce, but are not
necessarily creating an
equitable and inclusive
environment.
6.
7. Adidas Incident
2nd largest sportswear maker.
George Floyd/Black Lives Matter statement in 2020.
80 employees demanded an investigation.
Adidas executive board member for global human resources for 20
years; said racism is noise.
Employees called out problematic environment for POC.
"As the Executive Board Member responsible for HR, it was my
responsibility to make clear our definitive stance against discrimination,
and this I did not. Should I have offended anyone, I apologize.“
Announced a public apology and resignation.
8. Adidas Plan
30% of new hires would be Black or Latino.
50% of new positions will be filled by all types of diverse talent.
50 scholarships a year for Black students at partner schools over the
next 5 years.
Invest $120+ million on racial disparities over the next 5 years.
Zero Tolerance policy; violation will result in discipline up to
termination.
9. DEI is a strategic opportunity
for organizations to grow.
10. DEI Plan
Content & Communications Plan
Establish & Maintain Viable Talent Pipelines
Company Culture
Community Awareness
The Accountability of DEI Initiatives
11.
12. Content & Communications
Content
Thought
leadership
Informative
Reputation
Positioning
Consumers
Communications
An event, issue, situation
to an audience.
Language of Inclusion
Positioning
Stakeholders, employees,
consumers
13. Creating Inclusive Content
1. Create diverse and inclusive teams
2. Start internally
Brainstorming, planning, writing
3. Audit your brand communication
Internal and external messaging; digital footprint
4. Revamp operational processes
Add diversity-related categories to your editorial plan
Diverse editorial advisory board: cultural references, special
dates, insights, list of partners
14.
15. Talent Pipeline
How does the organization position
themselves to candidates?
What does the careers page say about the
company?
Where and how can candidates learn about
the company before applying?
P.S. Meet people where they are.
16. Talent Pipeline
Establish and maintain viable talent
pipelines.
Entry level
Alaskan Native & Native Hawaiian Serving Institutions (ANNH)
Asian American Native American Pacific Islander Serving Institutions (AANAPISI)
Historically Black Colleges & Universities (HBCU)
Primarily Black Institutions (PBI)
Tribal Colleges and Universities (TCU)
Mid level & C suite:
Grad school
Conferences
Networking – organizations, social communities
Webinars
18. Supplier Diversity
The Great Resignation meets The Gig Economy
Part/Full-time contractors
Remote
Flexibility
According to Supplier IO
66% of respondents have supplier diversity programs less
than 10 years old.
Over 80% of responding companies are tracking spend with
Minority-owned, Women-owned, Veteran-owned, and
LGBTQ-owned businesses.
60% growth in 2 years.
23% integrated in organization.
19.
20. Poll Question
How confident are you in your ability to respond to a
harassment complaint effectively?
a. Very confident.
b. Somewhat confident
c. Not very confident.
d. Panicked.
21. Company Culture Challenges
As a general rule, employee retention rates of 90% or higher are considered
good; a company should aim for a turnover rate of 10% or less.
Factors:
Poor onboarding
69% of employees stay at least 3 years with a good onboarding program
Lack of training and development
Poor communication
Unclear job descriptions
Staffing problems
Little to no feedback
Lack of recognition
Flexible working hours
High turnover costs
22. What Is Harassment?
Harassment is aggressive pressure or intimidation in the
workplace.
1. Verbal/Written
Derogatory comments, jokes on culture, religion, age,
language or disability
2. Visual
Sending or showing derogatory videos, emails, or texts
3. Physical
Facial expressions, touching, or hand gestures
Standing too close
4. Cyber-bulling
Social media
Online communities – Slack, Facebook, etc.
23. Microaggressions
Microaggressions are verbal or nonverbal insults that usually
happen towards marginalized groups.
You speak well.
Is that your real hair? Can I touch your hair?
Telling a transgender person, they don’t look “it” or
“passing.”
Calling a woman boss emotional, crazy, or name calling.
Not willing to learn how to pronounce someone’s name.
Negating someone’s experience - are you sure that
happened?
24. Wage Gap
According to Times Up Foundation, the gender pay gap is the result of a range of
forces, including gender and racial discrimination and occupational segregation.
Wage Gap-2021
On average women earned $0.83 of what men earned
White women earned $0.79
Black women earned $0.64
Latin women earned $0.57
Challenges
Economic insecurity makes it hard for women to leave jobs
Women harassed on the job are more likely to take lower paying jobs, switch
fields, exit labor market
Deal with retaliation for reporting
25. Company Culture
How does the organization support their
employees, personally and professionally?
How can we foster innovation?
What does equity look like in this hybrid
world?
Does the company enforce equitable wages?
26. Company Culture
Team building – cross team exercises
Open communication and sharing
Company goals
Role on team
Open door policy
Reward team collaboration
Recognition
Personal and professional stories
Videos
Interviews
Thought leadership
Quotes
Reduce churn
Company newsletter
Training, events, conferences, memberships
27.
28.
29. TE Connectivity
• You Belong Here
Campaign
• 2-min employee
videos
• Stories
• Website and social
media
30. Employee Tips
Advocate for yourself
Express empathy and show support to others
Ask for 1-1 meetings
Mentorship or sponsorship
Identify your role, learning style, and leadership method
Always ask questions
Initiate trainings
31. Ensuring equitable pay and safety in
the workplace is a foundational
component of developing a sound
company culture.
34. Accountability of DEI Initiatives
1. Recruitment - Creating pipelines that allow for qualified applicants,
interviews, hires, and diversity boards and partnerships.
2. Salary - Ensure offers and increases are equal across the board for male,
female, and non-gender talent.
3. Supplier Diversity - Creating a user-friendly process. Tracking vendors,
proposals, and awarded contracts
4. Representation - Make sure that each department has fair
representation as well as in leadership roles. Also beneficial for supplier
diversity.
5. Advancement - Monitoring the success of employees
6. Retention - Track the attrition rate and survey why employees leave the
company to determine what systems can be repaired.
7. Community Involvement – Hours of service, financial contributions,
leadership, organizations
35. McKinsey Facts
There is a linear relationship between racial and ethnic diversity and
better financial performance: for every 10% increase in racial and
ethnic diversity on the senior-executive team, earnings before
interest and taxes (EBIT) rise 0.8%.
More diverse companies are better able to win top talent and
improve their customer orientation, employee satisfaction, and
decision making, and all that leads to a virtuous cycle of increasing
returns.
37. Inclusive Environments
Ownership & Accountability
Solve problems, make decisions, manage responsibilities
Empathy & Allyship
Understanding and support
Curiosity & Courage
Safe spaces to confidently speak up and understand different perspectives
Employee experiences of inclusion are a key factor in company results:
49% team problem solving
35% work engagement
20% employee intent to stay
18% employee innovation
39. Summary
A proactive DEI plan
Create content and communicate to all stakeholders
Understand the needs and desires of candidates in the current job
market.
Employee engagement
Equitable pay
Recognition
DEI can be measured, be accountable to your plan.
40. Resources
Adidas
Adidas Instagram – Black Lives Matter post
Apollo Technical
Catalyst
Catalyst – Women’s earnings
Forbes
McKinsey & Company
NY Times
Rolling Stones
Supplier IO
TE Connectivity
Times Up Foundation: Unsafe Underpaid Sexual Harassment
41. T h a n k Y o u f o r
P a r t i c i p a t i n g
Find more free webinars:
www.i-sight.com/resources/webinars
@isightsoftware
C o n t a c t
M i c h e l l e N g o m e
C o n t a c t
i - S i g h t
webinars@i-sight.com
ngome@line25consulting.com
www.line25consulting.com
www.linkedin.com/in/mngome
@MichelleNgome