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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. 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.
  7. 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.
  8. DEI is a strategic opportunity for organizations to grow.
  9. DEI Plan  Content & Communications Plan  Establish & Maintain Viable Talent Pipelines  Company Culture  Community Awareness  The Accountability of DEI Initiatives
  10. Content & Communications Content  Thought leadership  Informative  Reputation  Positioning  Consumers Communications  An event, issue, situation to an audience.  Language of Inclusion  Positioning  Stakeholders, employees, consumers
  11. 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
  12. 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.
  13. 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
  14. Candidates People want: Remote Salary Transparency Hiring process Communication DEI statement
  15. 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.
  16. 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.
  17. 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
  18. 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.
  19. 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?
  20. 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
  21. 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?
  22. 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
  23. TE Connectivity • You Belong Here Campaign • 2-min employee videos • Stories • Website and social media
  24. 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
  25. Ensuring equitable pay and safety in the workplace is a foundational component of developing a sound company culture.
  26. Community Involvement  Businesses impact communities  Brand awareness  Potential candidates  Company culture  Employee engagement  Matching donations  Volunteer hours  Leadership roles
  27. 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
  28. 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.
  29. Diverse Teams
  30. 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
  31. Let DEI be your competitive advantage?
  32. 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.
  33. 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
  34. 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: @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 @MichelleNgome