by Monica Black Robinson
Corporate America appears to lead the charge of diversity and inclusion with statements like this, “It’s well-known that diversity in teams leads to better decision-making, greater innovation and ultimately higher returns,” Bak from Merck says. “But inclusion is what connects people to the business, and we believe it’s one of the core reasons they stay.”
Coming from a multi-industrial background, inclusive of corporate America, I like hearing about those accomplishments. However any organization can move beyond just the bottom line. Recent studies from McKinsey state that organizations are 25 percent more likely to have above-average profitability with DEI implementation. Increasing market share requires you to attract various communities to embrace your brand. With that being said, it’s very necessary to understand different perspectives, social identities and demographics to improve your organizational reach. What if we flip this economic approach inward toward organizational evolution and intentionally expand the meaning of “attract?” The Oxford Language description tells us that “attract” is cause to come to a place or participate in a venture by offering something of interest, favorable conditions or opportunities.
Do you ever ask yourself what attracts people to your organization? Is it possible for employees to stay, thrive, and equitably grow within the organization? Is your corporate social responsibility impactful enough to be seen? Are you reaching beyond target schools for talent? Regardless of the answer, this work is not a check-box, but an opportunity to implement continuous listening, learning and leaning-in for changes that will ultimately increase your bottom line internally and externally.
Let’s look at the following checklist to IGNITE the ability to Attract and Retain Diversity, Equity and Inclusion into your Organizational Culture.
Attraction Checklist
- Benchmark key aspects of the organization’s culture—and understand the community-at-large experience—before making changes;
- Educate all stakeholders on the many aspects of awareness, understanding, commitment and action;
- Ensure that leadership understands and agrees that Diversity, Equity and Inclusion are not an option but an imperative for the future of organizational culture;
- Provide continuous training for managers with accountability measures with DEI being a core competency;
- Form an inclusion council with genuine influence and power;
- Provide workers with a safe space to voice their ideas and challenges; and,
- Create an environment that encourages people to feel comfortable bringing their “whole selves” to work.
Let’s IGNITE your efforts to Attract and Retain Diversity, Equity and Inclusion to your Organizational Culture.
About Monica Black Robinson
Monica Black Robinson is a facilitator, speaker, consultant, coach, and trusted advisor for top corporations and premier academic institutions. Her subject-matter-expertise is diversity, equity and inclusion and Monica is on the cutting edge of anti-racism work — leading groups at the Yale School of Medicine and Washington University. Monica helps clients develop cultural and emotional intelligence and has a unique gift for presenting difficult topics in a substantive, thought-provoking and non-judgmental way. She refers to herself as passionately human and makes each person she works with feel as if they are the most valued person in the world.
