biden’s commitment to diversity sets the tone for business leaders
Acknowledging Shortcomings in DEI Efforts
It is with transparency that I share a candid assessment: our organization did not fully achieve its diversity, equity, and inclusion (DEI) objectives for the year 2020.
At the start of that year, we had established targets for our workforce composition – aiming for 44% female representation and 14% representation from underrepresented populations (URP). While progress was made, current statistics indicate 43% and 13% respectively.
The Personal Significance of DEI
The importance of these goals is deeply rooted in my personal history. I arrived in the United States at the age of 17, alongside my mother and brother, having emigrated from Nicaragua.
I was led to believe in a nation where opportunity flourished through skill and dedication. However, throughout my formative years, I rarely encountered leaders in business, government, or education who shared my background.
There was a distinct lack of visible role models – no prominent Black figures like Marc Benioff, nor Latino innovators comparable to Steve Jobs – to inspire and demonstrate the attainability of such success.
A Shift in Representation
The landscape has begun to evolve, notably with the historic election of President Obama in 2008, an event whose significance for people of color cannot be overstated.
Currently, the incoming Biden administration is actively prioritizing diversity in its leadership, assembling a cabinet that genuinely reflects the nation’s multifaceted population.
Key appointments include Linda Thomas-Greenfield, nominated as ambassador to the United Nations, and Alejandro Mayorkas, nominated as Secretary of Homeland Security, both influential figures from the Black and Latinx communities.
Reflecting on this, I considered the impact on a younger version of myself, witnessing a former refugee guiding the direction of the country.
Such representation could have profoundly altered my perspective and fueled my aspirations. This realization reinforced my resolve to strengthen our commitment to DEI.
If the public sector can prioritize this commitment, then the private sector is equally capable of doing so.
Our DEI Plan for 2021
Therefore, a comprehensive DEI strategy is essential for every business in 2021. Here is the plan our organization will be implementing:
Leveraging Employee Insights Over Board Directives
Despite increasing diversity within boardrooms, genuine advancement stems from empowering employees to integrate their expertise with their personal interests.
A compelling example of this unfolded within our organization this past year.
Recognizing the disproportionate impact of the coronavirus pandemic on Black-owned businesses, a group of employees proactively proposed a solution. Their aim was to leverage our products to bolster the resilience of these businesses during the imposed closures.
The initiative began with collaboration with William Murrell, the founder of BlackBoston.com, to gain a thorough understanding of his specific challenges and identify potential avenues for assistance in connecting with online audiences.
Through engagement with William’s professional network, we gained valuable insight into the obstacles hindering the adoption of technology by Black-owned businesses. This led to the development of a scalable methodology for overcoming these barriers.
It’s important to note that these pivotal decisions and the subsequent initiative originated not within the confines of a boardroom – often preoccupied with profitability strategies – but from employees driven by a desire to positively impact their community and possessing a clear vision of how to achieve it.
To foster a more consistent environment for such initiatives, we have onboarded a recruiter specializing in diversity recruitment. This ensures our teams more accurately mirror the demographics of the communities we serve.
Furthermore, we’ve implemented procedures such as balanced hiring practices. These are designed to facilitate access to interviews for under-represented groups and mitigate bias throughout the recruitment process.
Simultaneously, we are committed to learning from departing employees. This feedback loop allows us to identify areas for internal improvement and support their continued success even after they leave our company.
Maintaining Connection and Inclusion in Remote Work Environments
Currently, conventional work schedules are disrupted as individuals navigate the complexities of childcare, remote employment, and personal responsibilities. It is vital for leadership to demonstrate empathy and understanding towards these challenges.
To support our teams, we adjusted our fiscal year-end to January. This allowed our sales and marketing departments to prioritize spending the holiday season with their families, rather than focusing on achieving end-of-year targets.
Furthermore, we are actively strengthening and broadening the influence of our employee resource groups (ERGs). These groups are designed to foster secure environments where employees can freely express themselves amongst colleagues.
A sense of belonging is crucial for success in any organization. As founders who have personally experienced being the sole representative of their background in leadership settings, we recognize the importance of providing avenues for employees to share experiences, both positive and negative.
While these initiatives won't immediately increase diversity, they are significant steps towards establishing a foundation of trust within the company.
The Importance of Employee Resource Groups
- ERGs provide a platform for open communication.
- They encourage the sharing of insights gained from both achievements and setbacks.
- These groups cultivate a stronger sense of community and inclusion.
Building trust is paramount to a thriving remote work culture. Prioritizing employee well-being and creating spaces for authentic expression are key components of this process.
Beyond Demographics: Valuing a Spectrum of Viewpoints
A crucial aspect of our ongoing evaluation involves recognizing that diversity extends far beyond visible characteristics. The variety of perspectives and individual histories within a team are fundamentally important to effective collaboration and achieving shared objectives.
Failing to acknowledge these differences can inadvertently marginalize underrepresented groups within an organization. Our commitment to Diversity, Equity, and Inclusion (DEI) will prioritize cognitive diversity alongside ethnic and gender diversity, and we will establish accountability for individuals to voice concerns when necessary.
The year 2020 presented widespread challenges, uniting people through shared anxieties and uncertainties. Fortunately, the development of effective vaccines and a new administration prioritizing equitable representation offer a hopeful outlook.
Despite these advancements, our dedication to supporting diverse communities must not waver. The deeply rooted problem of underrepresentation of Underrepresented People (URPs) in the technology sector requires continuous effort and a commitment to ongoing learning, not just isolated initiatives.
While past efforts may have fallen short, we are now committed to mirroring the president’s leadership and fostering equity within our workplaces, regardless of location.
I urge all business leaders to embrace this same dedication.
The Importance of Inclusive Thought
Diversity of thought is as vital as demographic representation. Teams benefit significantly when individuals approach problems from different angles, informed by their unique experiences.
A truly inclusive environment actively seeks out and values these varied viewpoints. This requires creating a space where employees feel empowered to share their perspectives without fear of retribution.
Sustained Commitment to DEI
Positive developments, such as vaccine availability and shifts in political leadership, should not diminish the urgency of DEI efforts. Systemic inequalities require long-term, consistent attention.
Addressing the historical underrepresentation of URPs in tech demands a sustained focus on identifying and dismantling barriers to entry and advancement.
Building Equity in the Workplace
We are dedicated to building a more equitable workplace, learning from past experiences and adapting our strategies as needed. This includes holding ourselves and our employees accountable for fostering an inclusive culture.
Equity isn't simply about equal opportunity; it's about providing the resources and support necessary for everyone to thrive. This commitment extends to all office locations.