This article has come about due to the recent situation in the US where some major companies have abandoned their DEI programmes. For me, the story needs to start with DIVERSITY, EQUALITY AND INCLUSION. A test for you all when someone says they don’t believe in DEI, or don’t think it is necessary is to get them to say the words in full and out loud – trust me they will struggle with this.
What is also a fact is that according to the World Economic Forum with the current rate of progress it will take FIVE generations from now to reach full gender parity – that takes us to 2158! Is anyone really happy with this? Clearly the answer should be no and that is why DEI initiatives have to exist. They can take many forms – networks such as Rise, Women in Streaming Media, Mama Youth to name a few, or a staff programme within – WPP has an amazing one called Walk The Talk, or the HR person/team working with to ensure that DEI is considered on a minute by minute basis.
So what do these initiatives do that make them necessary? Here are a few reasons.
They build a community. Our human makeup drives us to want to belong to things, to engage/share with people, to be supported and to smile and cry. The Rise community is now global, it is made up of all genders and it has offshoot groups around common themes – our C-suite, OB, mentee groups – but all of these women and men belong and come together when needed – recent layoffs in the industry have proved that with an outpouring of help on LInkedIn. Also just come along to a gathering at a trade show and you will see (and hear) the community in full action.
They provide education. Not only do these initiatives provide people with sector or geographical education they also teach people about those who are different to them. This exposure is key as we work in a people business and therefore you will meet and have business/personal interactions with people from all backgrounds, ethnicities, sexual preferences, economic status.
They enable better decision-making and innovation. Every business needs this, the super smart people at McKinsey, Deloitte etc have all the figures to prove that diverse teams bring a variety of perspectives, experiences and ideas, leading to problem-solving and innovation. DEI initiatives allow for this to happen and be embraced and encouraged in companies. Imagine if this didn’t exist.
They enable higher employee engagement. A company that supports these initiatives, either financially and/or by getting their team involved is much more likely to have happier employees. Someone once said to me that they didn’t want to send an employee on the Rise mentoring programme as they would end up getting a new job. My response was, if you don’t do this they will anyway and imagine what new skills, connections and experiences this person could bring to your company from having been on it.
In summary, yes there has been progress but it doesn’t mean the work is over. The goal of DEI is not to exclude anyone but to ensure that opportunities, resources and success are available to all. As someone who is attempting to run the London Marathon in April it would be like me quitting it at mile 18, close to the finish but still not done and definitely no medal.
