Strengthening the Community through DE&I
Diversity, Equity & Inclusion Resource Guide
The Business Case for Diversity
We’ve heard organizations say, “We need to think about DE&I because it’s the right thing to do.” But, it’s not just the right thing to do. Diversity, equity and inclusion genuinely underpins business performance. Diverse teams are better able to help their companies and the economic mobility of individual employees.
By 2050, the U.S. stands to gain $8 trillion in GDP by closing the nation’s racial equity gap. Lessening and eliminating disparities for others benefits everyone.
Your company should be aware of these reports to inform your DE&I pursuit:
- Delivering Through Diversity – McKinsey, January 2018
- The diversity and inclusion revolution: Eight powerful truths – Deloitte, January 2018
- The business case for racial equity – WK Kellogg Foundation, July 2018
- Missing out: The business case for customer diversity – Deloitte, 2017
- The Deloitte Global Millennial Survey 2020
Whether we like to admit it or not, everyone has bias. Unconscious bias, also known as implicit bias, is the underlying attitudes and stereotypes that people unconsciously attribute to another person or group of people that affect how they understand and engage with a person or group.
The best way to prevent yourself from succumbing to these unconscious biases is to become aware of them and take action to prevent them when recruiting, hiring and retaining employees.
Recognizing and Combatting Bias
- Diversity Dialogues
- Recruit & Retain
- Team Meetings
- Measuring DE&I
Leaders around the country have stepped up to create safe spaces for their employees to have courageous conversations about social justice, race and other difficult issues. These dialogues are important if organizations want to create inclusive workplaces where all people feel a sense of belonging.
Recruitment & Retention
As more and more companies realize the benefit of having more diverse teams, they are starting to turn their attention to hiring and retaining the best of the best from people of diverse lived experiences and educational backgrounds. However, some employers are unsure how to develop an intentional recruitment and retention strategy that will attract top talent to their organizations.
Diversity, Equity, and Inclusion Team Meeting Content
Leaving an organization’s diversity efforts to the diversity leadership or human resources team simply isn’t an option. DE&I is not just an HR function, and just because someone has “diversity” in their title doesn’t mean it is solely their responsibility. DE&I must be modeled in your organization and tie into your core values. Making DE&I part of your culture, part of the everyday ways people engage with each other, is crucial. Team meetings are a good time to gauge your team’s DE&I IQ through activities and conversations.
To ensure that companies are moving beyond performative diversity, equity and inclusion, it is imperative that leaders identify relevant metrics to measure progress. Determining metrics for DE&I can sometimes be difficult, but we have provided a few resources to help you get started. You’ll also find some sample DE&I dashboards.
Suggested Reading / Watching
Biased: Uncovering the Hidden Prejudice That Shapes What We See, Think, and Do by Jennifer Eberhardt
Blindspot: Hidden Biases of Good People by Anthony Greenwald and Mahzarin Banaji
Team of Rivals: The Political Genius of Abraham Lincoln by Doris Kearns Goodwin
How to Be an Antiracist by Ibram X Kendi
The Art of Gathering: How We Meet and Why It Matters by Priya Parker
Gender: Your Guide: A Gender-Friendly Primer on What to Know, What to Say, and What to Do in the New Gender Culture by Lee Airton
Better Allies: Everyday Actions to Create Inclusive, Engaging Workspaces by Karen Catlin
Intentional Leadership with Anton Gunn
Connecting Communities and Companies with Darrin Goss
Moving Beyond Performative Diversity and Inclusion with E3 Consulting
Gender Equity and the Impacts of COVID-19 by Jamie Tozzi
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