July 5th 2023.
With the ever-changing dynamics of diversity, equity, and inclusion, globalizing the workplace is now a business imperative. This was the main focus of BLACK ENTERPRISE's Chief Diversity Officer Summit and Honors, where top global companies were able to tap into the power of intentionality and have real conversations with Black DEI leaders.
At the summit, Michelle Gadsden-Williams, Global Head of Diversity & Inclusion at BlackRock, highlighted the importance of making a difference in this work. “This work is about constructive disruption. We’re here to make a difference, and it’s up to each of us to determine what that difference is,” she said during her acceptance speech for her CDO Changemaker Award.
The Current State of DEI panel featured Wendy John, Head of Global Diversity and Inclusion for Fidelity Investments, and Celeste Warren, Vice President, Global Diversity and Inclusion Center of Excellence for Merck. They discussed the ruling ending affirmative action in college/university admissions policies, and highlighted the need for organizational accountability. Chief Diversity Officer of Publicis Groupe US, Geraldine White, and Dr. Ella F. Washington, organizational psychologist and DEI expert, challenged guests to explore other inclusion metrics and more.
So, how can companies successfully globalize the workplace and accelerate the recruitment, retention, and elevation of Black talent and expansion of business diversity? Here are five lessons:
1. DEI is a business imperative: Organizations with diverse staff and an inclusive workplace culture make good business sense. We’ve long blamed our stagnation on too few resources, but DEI progress takes a backseat to revenue, profit, and customer priorities when companies and the general public are not holding themselves accountable for enabling negative narratives.
2. Move into an integrative stage: To ensure that diversity and inclusion best practices are a business imperative, companies must not be afraid to boost their innovative thinking and foster workplace inclusivity. The five stages of DEI maturity include awareness, compliance, tactical, integration, and sustainability. Organizations must move past the tactical stage into a more integrative stage to ensure DEI is fully integrated into all aspects of the organization’s operations and culture.
3. Fight the naysayers with facts: Affirmative action in the workplace isn’t about lowering performance standards or qualifications but widening the gap and opportunities so more people of all backgrounds can have equal opportunities. Naysayers are always lurking to disrupt progress, and misinformation only gives rise to false narratives. Companies must fight back with education, awareness, facts, and data.
4. Redefine inclusion: Weaving inclusive language into the workplace culture allows people to feel they are being seen in an open, accepting environment with less stigma. DEI encompasses people of different ages, races, ethnicities, abilities, disabilities, genders, religions, cultures, and sexual orientations.
5. Broaden allyship: The people most impacted by discrimination don’t often advocate for themselves in the workplace. Allies need to listen, learn, and recognize when or if it is appropriate to advocate for themselves or others. John believes that some groups are used to their rights being taken away, so narratives can shift surrounding the fears of engaging in DEI.
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