A quick internet search on DEI will produce firehose-worthy results that touch upon every conceivable aspect of corporate life. It may be difficult to know where to focus first. While highly visible changes that bring greater diversity to the executive suite are laudable, they can impact too few people to drive systemic change. To move beyond small fixes and incremental improvements, no matter how newsworthy, start at the point of entry to establish a new foundation for building a diverse, high-performance workforce.

● Don't wait to find a person to fit a pre-existing role; develop a role with room to grow.

● Create opportunities for marginalized individuals to enter an organization, focused on the possibilities of the future rather than the realities of the past. Let an eagerness to learn (i.e. potential) replace the traditional degree in hand.

● Don’t expect this new cadre of entry-level candidates to assimilate in the same ways that new workers have done for decades. Find out what kind of peer and coaching support and skills training they need to be successful.

● Rethink approaches to training. Consider longer-term solutions with apprenticeship and internship programs as a means to build talent internally from the ground up.

● Work with secondary schools to address the need for realistic job training to prepare students for positions offering greater potential for economic independence and career progression upon graduation.

Initiatives like these have wide-ranging potential to create a ripple effect that will push positive change throughout an organization, a community, and our workforce overall.

Changing the Future

According to McKinsey & Co., U.S. companies spend about $8 billion annually on DEI initiatives, with little to show for the effort. Achieving DEI goals requires more than good intentions. It doesn’t happen over a single day or week or even a year, but there are ways to jumpstart the change process. Don’t put the brakes on your efforts if they don’t immediately bear fruit. Systemic change is a long game. Don’t let competing priorities interfere with your efforts. Make DEI a strategic business priority and involve all levels of management and employees to make it happen. DEI is not just a program and isn’t just metrics; metrics are a result of values. DEI must be the overarching value for the enterprise.

Research has shown that more diverse organizations perform at higher levels than less diverse organizations. They are more innovative. Their teams make better decisions. They capture greater market share, generate more revenues, and deliver higher profitability. These results speak to the basic purpose of all business enterprises. Making a commitment to reshape the workforce to be more diverse, more equitable, and more inclusive addresses a far greater mission that can improve lives, strengthen our nation, and uplift the human spirit. Changing the future for millions of people is more than an undertaking that transcends business performance; it’s the right thing to do. It isn’t easy, but it is a mission that is long overdue and one that will pay huge dividends for underrepresented individuals and the enterprises they join, the families they care for, and the communities they call home.

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