Failing to invest in DEI in the workforce could simply mean you're failing as a company
More white men are leaving the workforce than joining it, according to US figures but that statistic is likely to be replicated in Australia. In the ‘great resignation’ and war for talent, investing in Diversity, Equity and Inclusion is “non-negotiable”, says Aubrey Blanche Global Head of equitable design, product and people at Culture Amp.
“If people are not investing in DE&I or merely putting some images of black people on their web page, they are going to be outpaced in talent attraction and retention,” says Aubrey Blanche Global head of equitable design, product and people at Culture Amp.
To foster a diverse workforce, DEI should be treated like any other strand of the business.
Having a dedicated head account for this role is a key plank to successful DEI. Blanche says that that message is getting through as nearly 80% of DEI-dedicated employees have been hired in the last 18 months.
Other factors that make for successful DEI is having an intentional strategy and measuring the effectiveness of DEI programs.
Companies that are currently failing at DEI have the skills to embed it in their organisation but they don’t have the will or the investment to do it. By making that decision, corporate leaders are making a choice to foster discrimination, harassment and inequity in their business, says Blanche.
“There are some leadership teams who truly do not care about DEI and I think they should be open about that. If you have brilliant people from under-represented and marginalised communities and if you are sending out messages that say you care about DEI but you don’t invest time or money in it, then you need to stop gaslighting people because you are setting them up to be hurt,” says Blanche.
Even if you only care about money, investment in DEI is one of the most effective in your workforce but too many companies don’t understand the value, says Blanche. What you gain is wider access to different perspectives, different skills and an avoidance of group thought. When people feel they belong and that they are represented throughout an organisation, research shows they are content and perform at a much higher level.
