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Diversity, Inclusion, Bias, and the Market Place

by Sanja Pesich on Jul 28, 2022

Diversity, Inclusion, Bias, and the Market Place

by Sanja Pesich on Jul 28, 2022

“Diversity—defined as differences in how we see the world, how we think about the world, how we try and solve problems, the analogies we use, the metaphors, the tools we acquire, the life experiences we have—makes us better at what we do.”

Scott E. Page, Robert L. Harris, Jr, Advancements in Science Lecture, Cornell University, 22 April 2015

Diversity and inclusion continue to be hot topics among both organizational leaders and legislators. Despite the progress that has been made over the last couple of decades, there is still room for improvement. During my discussion with IntelliPro’s executives, Antoine Brown and Kevin Sturge, we touched upon why companies should invest in training and why diversity is beneficial for both employee morale as well as the bottom line.

According to Kevin Sturge, IntelliPro’s VP of Customer Experience, diverse teams tackle difficult problems more efficiently, “if you don’t have a diverse workforce, you really start introducing blind spots into the company.” According to Sturge, a truly diverse company should be a small microcosm of the community in which it is situated. As a global company, IntelliPro’s employees put an extra effort into understanding and respecting the cultural norms and lifestyles of their team members, and they sometimes consider practical solutions. For example, IntelliPro’s teams are respectful of each other’s varied time zones and work on accommodating one another’s schedules.

Sturge commented about how the workforce in the United States has changed over the years towards a better diversity and inclusion. Most large companies today have a diversity and inclusion program, but the biggest change Sturge has observed is that more progressive companies have measurable goals in place regarding their collaboration with diverse suppliers, which he believes is a promising trend.

One of the ways companies can get on the right track towards a better inclusion and diversity is by going through a process of certification with a trusted institution. Antoine Brown, IntelliPro’s VP of Business Engagement, explained that IntelliPro has been certified as a minority-owned company by the Western Regional Minority Supplier Development Council. WRMSDC “provides minority businesses with a voice to be heard while connecting you to buyers, organizing events and offering match-making opportunities.” This partnership allowed IntelliPro to enter the space with companies who have shared values and opened multiple opportunities for collaboration and business growth.

Brown warns that managers and leaders should be particularly careful about recognizing the possibility for an unconscious bias, which is difficult to identify. Acknowledging unconscious bias requires more diligence and a special training. IntelliPro mandates diversity and inclusion and bias awareness training for all employees. Brown recommends that companies utilize a number of resources that are nowadays widely available. Another area where bias can surface is job descriptions. Both Brown and Sturge agree that there is a lot of room for improvement in how job descriptions are created. If not considered well, job descriptions may portray an organization as favoring people who are willing to endure stress, demonstrate heightened assertiveness, or have the stamina to work long hours. Sturge argues that some of these job descriptions reveal patriarchal values, which is not a popular choice. This requires that a company undergoes a serious structural and organizational transformation. Both Brown and Sturge urge companies to spend time and resources to make sure that bias is acknowledged and addressed to increase chances for a more diverse talent pool.

Being a diverse and inclusive workplace has multple benefits. According to an extensive research conducted by Forbes, diversity is “a key driver of innovation in the workplace.” Multiple indicators show that job seekers are actively looking for companies that have diverse and inclusion-rich cultures. According to Glassdoor, 76% of job seekers and employees claim that a diverse workforce is one of the main factors in evaluating where they would like to work.

When asked how companies can foster diversity and inclusion, Brown and Sturge offered several practical steps:

  1. Be relationship-focused rather than matrix focused. Organizational leaders should demonstrate that they are committed to individual growth and community growth.

  2. Institute programs to give back. Help your communities with expertise and encourage employees to participate in community-based projects that are meaningful to them.

  3. Create a safe place. Foster an environment in which employees can bring their “authentic self” to work. Allow for exchange of ideas and respectful debates.

  4. Utilize available resources. Tap into government-funded resources and research university programs to create standards for your organization to foster diversity and inclusion.

  5. Be mindful about your job postings. Consider consulting with a wider range of people from different backgrounds to check on the language and screen for potential bias. Utilize available software.

  6. Ask yourself what else can be done. Explore technical, educational, and communication solutions to include more people who could be marginalized. Actively engage in challenging discussions. Be a good listener.

Reference

IntelliPro’s YouTube Channel. 2022. Diversity, Bias, and the Market Place Webinar. Retrieved from the internet on July 25, 2022: https://www.youtube.com/watch?v=01qUf0NYfA8&t=114s.

Helfrich, Thomas. 2021. “How Diversity Can Help with Business Growth.” Retrieved from the internet on July 26, 2022. How Diversity Can Help With Business Growth (forbes.com)

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