Tag: Diversity

  • Diversity Results in a Mighty Improved Bottom Line – 2024 Update

    Diversity Results in a Mighty Improved Bottom Line – 2024 Update

    Two years on, the importance of Diversity and Inclusion remains incredibly important – progress in that regard is hard to define.

    ‘Diversity Dishonesty’ Is the Toxic Workplace Trend We’re Not Talking About Enough

    Questions to be asked prompted by this article: “Diversity dishonesty is where a company or organization works hard to look like they are invested in diversity, without making the internal changes to support their diverse employees.” These are considerations worth investigating and acting upon. Do you see it, hear of it? It’s 2024.

    The 2024 Outlook on Diversity

    From the article:

    • As we end 2023, DEI is at an inflection point. There is a mixed bag of evidence showing continued slow support of DEI:
    • Job postings for DEI are down.
    • Most employees perceive DEI as positive, yet there is a significant political divide.
    • DEI investment is steady and projected to double by 2026.
    • Investors and legislation are continuing to pressure organizations to prioritize DEI.
    • Younger employees see DEI as non-negotiable.

    And yet there’s hope – forward looking:

    There are some silver linings for 2024. Those who remain committed are deeply committed. Those that were performative have abandoned DEI efforts. It has never been clearer where organizations stand. For those that want to capitalize on this competitive advantage, 2024 is the right time. By 2030, our U.S. workforce will be majority non-white, and labor shortages will continue to magnify the need to engage women, LGBTQ+ and those with disabilities.

    Forbes Article

    We can still forge ahead as a major force for good

    Adoption of strategic business management systems (i.e. human resources and operations) built around issues of equity has the potential to be a major force for good and address social problems.

    How Forward-Thinking Businesses Can Address Systemic Inequalities Through Adoption of the SDG

    I wrote this 2 years ago: the potential still exists!

    Mighty diversity results in mighty money! Improving your company’s diversity and inclusion results in improvement in the bottom line — profitability. And more importantly, inclusion, not assimilation. Written before covid, now, perhaps more than before, we see things to be evident and on going.

    This common thread has been woven into local presentations, events and webinars. I’m listening! The idea, supported by research, is that hiring for diversity results in improved bottom line, partnerships and collaborations, increased revenue and productivity. Employee contentedness improves as well. Providing employees financial strength improves education, contributions to local communities, health. Companies thrive too!

    Ethnically Diverse Companies Outperform….35% !!!!!

    Diverse companies outperform less diverse companies. The results show that diversity results in improved bottom line.
    Diverse Companies Outperform others by 35%!

    Much important work is being done to train and encourage companies and organizations to hire for more diversity, and yet there rallying cry that it’s not enough, we can do better. Hiring for diversity is the right thing to do for people, and yet some are uncomfortable, try to assimilate, or can’t let go of stereotypes. When hitting roadblocks, remember that diversity results in improved bottom line and company profits.

    Because if I’ve said it once, I’ve said it a million times… A more diverse community results in more diverse startups. Which become more diverse companies. And more diverse companies are more successful. Fact.

    Rick Turoczy – Silicon Florist regarding Portland Business Journal Article*

    Diversity is a broad term, as race, gender, ranges of ability, ranges of age and experience can contribute to diversity. Each person brings their own education, experience, insights and brilliance and when there is the diversity of race, gender, abilities, age and experience, team wisdom can be elevated, productivity enhanced, revenues improved, social good bestowed.* It’s been talked about for years and yet action has been paltry.

    Business Benefits of Diversity: 6 times more likely to be innovative, and 8 times more likely to have better business outcomes. Diversity results in improved bottom line.
    Business Benefit of Diversity – Jen Coyne and Cinthia Manuel

    “Diversity Kaleidoscope of Hope”

    Cole Reed

    Cole Reed spoke to a group for LinkedIn Local PDX in June 2019 about Diversity Mindset for Best Workplace Productivity, about her experience as a CEO and then an entrepreneur. Her experiences are many and varied and as she was talking about mindsets for success, she spoke about diversity in the workplace being a contributor to making more money. Masterful during her engaging presentation at getting the audience to think for themselves, attendees started talking about how important it is to have a place where individuals can make contributions and rise in their abilities. Cole has a passion to support businesses, strengthen community and engage with everyone to work together to strengthen the fabric of our communities, we all have the potential to be a contributing thread.

    Cole Reed Diversity Mindset
    Diversity Mindset for Best Workplace Productivity – Cole Reed

    “When diversity lives, we can make more money, create a bigger pond” support communities. “DEI (Diversity, Equity, Inclusion) is good for the bottom line”

    Cole Reed
    Intersectional Diversity Map - The Peak Fleet
    Inter-sectional Diversity Map – Jen Coyne of Peak Fleet at Conscientious Leadership Conference 2019

    Neurological Effects Matter

    At the ninth World Domination Summit in Portland Oregon, I attended an Academy entitled Neuro Science of Diversity and Inclusion with Paloma Medina of 11:11 Academies.

    The neurology of equity, diversity & inclusion with Paloma Medina.

    It was a fascinating look at human and animal responses of frontal cortex (thinking and reasoning) and amygdala responses (fright, flight, fight types of responses).  Stress responses are important for survival. But when a  person repeatedly doesn’t get a job even through they are qualified, or when they are pulled over in their car and afraid they may be shot, or a host of other scenarios, the stress can become chronic and unhealthy.  The same can happen at a workplace unless the person feels as though they are included and contributing, the prefrontal cortex of reason and decision are in charge. Paloma said that a result of diversity and inclusion in workplaces can result in better outcomes and results, including money.

    Diversity Results in Improved Bottom Line versus “Culture Fit”

    As a hiring manager for a new company, I had 3 states and 14 sales positions to fill in 12 cities. We were told to hire “young, hungry, up to 3 years of experience. A good fit for the culture.”  I hired for people who knew their communities and had great capability; SE Asian, Latino and Latina, Black, some of whom had more than the 3 years of experience. 

    …. Like-Mindedness Is Dangerous ….

    Mae Busch*

    As upper management always has the final interview, there was feedback on the candidates.  One of my candidates for a territory had a stellar track record, terrific relationships in the area, but was over 50.  My manager was not happy about that hire. The team gelled really well, they had expertise to share, and they soared to become the number one district in the country. The “old” representative was #1 in the nation.  Each of them were in the top 10%.   And yet my manager held some of those hire against me, not a “culture fit.”  The team seemed to like each other, laugh and learn together, they were all very unique.

    Anyone over 40 was not a good culture fit!

    Blog author

    I felt good about the mix of life experience, work experience, cultural insights, and range of time walking on the planet. The results were great for our district team, the company made money, my team received higher than average raises, a couple of them went on to promotion. I was forced out 2 weeks before they won their awards for their best year and shared a week long trip to a sunny beach location.  This was years ago. We did good things for our company and each team member had a chance to be rewarded. My entire team was an outlier, not a culture fit. While an N of 1 that was not an experiment, this team showed me that I did the right thing.

    Leadership Essentials with Della Rae
    Leadership Essentials – Della Rae

    Oregon Women’s Health Network events hosted by Della Rae hone in on issues with a laser focus, the panel discussions are riveting and conversation around them is intense and important. The topic of DEI is touched frequently and with Della’s background in HR, she guides conversations beautifully. We’ve all seen for years, job postings and company websites that state a goal of diversity in hiring. And yet often HR departments are all white, hiring managers aren’t well trained to hire and words only that, words without meeting directives. . This isn’t a new concept, what is new is a growing deep cry that accountability is lacking, action needs to happen!

    “Are you practicing What you Preach or Just Preaching?”

    Della Rae
    Court Morse presented at LinkedIn Local on the value of diversity results in improved bottom line.
    Resilience of Communities of Color – Court Morse

    “DEI is an opportunity”

    Court Morse

    If Court Morse is presenting, I want to be there! I heard Court Morse present twice, B Local group event and LinkedIn Local PDX. Their message is profound: living and working with diversity, equity and inclusion can reduce harm and is an opportunity. Why is it uncomfortable? Still?

    “Seek knowledge, spread peace! “

    Hussein Al-Baiaty
    Hussein Al-Baiaty, Seek Knowledge and Spread Peace
    Seek Knowledge and Spread Peace, wisdom from a refugee camp
    Hussein Al-Baiaty Inspires!
    Refutees, seek knowledge spread peace, refugees matter

    Hussein Al-Baiaty spent a bit of his childhood in a refugee camp with his family in Iraq. From that place to the U.S. to becoming a business owner, he champions peace, possibility and understanding of refugees and helps through a subset of his company The Printory called Refutees. During a great presentation he mentioned that when a refugee child is in class, other children often perform better, learn more. It’s about knowing each other’s stories, gaining empathy, striving.

    “A Diverse Gathering Where the People Aren’t Talking About Diversity”

    Stephen Green

    Built Festival and Built Oregon – champions Diversity by supporting entrepreneurs, businesses, communities.

    Money was mentioned as a bonus to diversity during an online event with the wonderful Trudi Lebron and Louiza Doran of That’s Not How That Works podcast and Working Towards Woke coaching. They mentioned there is research and data demonstrating diverse companies and organizations that foster teamwork and contributions make more money. Again, diversity results in improved bottom line. 

    That's Not How That Works
    That’s Not How That Works – Louisa Doran and Trudi Lebron

    Diversity of generations, genders, races, backgrounds and experiences in human teams helps increase diversity of thought, strengthens teams and communities, and is a high tide that raises all boats. Our planet thrives on biodiversity, human teams can thrive on diversity, equity, inclusion.

    Definition of diversity

    1: the condition of having or being composed of differing elements : VARIETY especially : the inclusion of different types of people (such as people of different races or cultures) in a group or organization programs intended to promote diversity in schools
    2: an instance of being composed of differing elements or qualities : an instance of being diverse a diversity of opinion

    Miriam Webster

    Even in 2019 the vast majority of pitch fest, business awards and celebrations of entrepreneurship appear to have little diversity. Pitch Black and Pitch Latino were created because there has been so little opportunity for minority founders to pitch for investments and support. Investing in minority companies is shockingly low. And year after year many pitches and awards continue to go to non-minority companies.

    Business partners, support, collaborate and supply to each other. Diversity is needed in collaborations outside of companies in addition to the array of employees within them. Minority owned companies need to be noticed, our communities need them to be supported, it’s better for everyone. Money lifts communities.

    “The Western world needs innovation, widely spread ownership and diverse firms that adapt fast to society’s needs. That is the really enlightened kind of capitalism.”

    The Economist August 24th 2019

    Mighty Epiphyte supports companies and helps enhance mission and values.

    CONTACT US: @mightyepiphyte | mightyepiphyte@gmail.com | Learn More Here #mightyadvocate Kim is a mighty advocate for people, planet, profit and the greater good.

    Thank you.

    *References and Awesome Articles!

    Charts and graphs couresty of: Jen Coyne, Co-Founder & CEO: The PEAK Fleetand Cinthia Manuel, Founder & CEO, Autentica Consulting

    How Forward-Thinking Businesses Can Address Systemic Inequalities Through Adoption of the SDGs

    ‘Diversity Dishonesty’ Is the Toxic Workplace Trend We’re Not Talking About Enough

    Post by Stephen Green on Medium.com, “We Out Here (yes, even in Portland)” 

    3 Reasons You Should Stop Hiring for Culture Fit – Forbes 

    Racism and inequity are products of design. They can be redesigned – Medium 

    Different Motivations for Different Generations of Workers: Boomers, Gen X, Millennials, and Gen Z

    Meet the 4 Black Men Who Are Shaking Up the White Male-Dominated Venture Capital Investment World 

    Paloma Medina 11:11 TED – The Neurology of Equity, Diversity and Inclusion

    McKinsey July 2015 Why Diversity Matters

    McKinssey 2018 Delivering Through Diversity 2018 Report

    CSR headlines – High-Impact Diversity and Inclusion – Bersin by Deloitte

    Trudi Lebron & Louiza Doran – That’s Not How That Works

    Mae Busch Why Being With Like Minded People is Dangerous

    Malia Spencer in the Portland Business Journal Oct 31, 2019 Connecting People of Color in the “Whitest” City in America

    Della Rae, Director Oregon Women’s Health Network

    Louis Woods PhD Dumb Sh*t White People Say Vol 1

    B Lab UK in Medium Jun 11 How Businesses Can Create Brighter Futures for People Seeking Refuge

    And So Much More!

  • Pitch Black 2024: Mighty Bright Spots Amid Ongoing Setbacks

    Pitch Black 2024: Mighty Bright Spots Amid Ongoing Setbacks

    Pitch Black 2024 #pitchblackpdx Black entrepreneur competition awards

    February is Black History Month – History Matters Always!

    Earlier this month, I had the pleasure of attending Pitch Black 2024 in Portland. The annual event was founded by Stephen Green in response to statistics showing that year over year, decade over decade, BIPOC (Black, Indigenous, and People of Color) founders have been consistently underfunded. The Event, now in several cities, sells out every year and creates a fun way to provide access to money and exposure to BIPOC-owned companies. These companies are groundbreaking, founded by people creating solutions to real community issues.

    (I’ve only missed one #PitchBlackPDX event because it was sold out – I learned my lesson- I was not about to miss Pitch Black 2024!)

    PitchBlack spotlights entrepreneurs with companies or new ideas who pitch those concepts to an audience. Organizer Stephen Green previously said the event that started in 2015 is as much of a pitch event as it is an entertainment one.

    “(This) is the opportunity for a community to show out and reframe what it is to be a Black business. People get in the room and have no idea the breadth of different things Black businesses are doing. Whether they (go on to) make billions, that isn’t what this event is about,” Green previously said.

    Portland Business Journal
    White Black wealth gap disparities

    Stephen and many advocates rally support and make the issues known to state and local government decision-makers. And yet many BIPOC people are still behind. What Would It Take To Close America’s Black-White Wealth Gap? is a recent article showing there’s a long way to go.

    Pitch Black and research shows that Black-owned businesses can thrive and contribute to the community and to their generational wealth. The data is out there. And yet things are slow to change, in some cases, including real estate, wealth building for Black people is even going backward. * The Color of Law is an incredible book in this regard, by Richard Rothstein. Why is progress so slow, the history of these disparities is long. Together we can do better

    Call to Action – How can we help?

    Black entrepreneurs are three times as likely as white entrepreneurs to say that a lack of access to capital negatively affects their businesses’ profitability and almost twice as likely to cite the cost of capital.

    McKinsey – Building supportive ecosystems for Black-Owned US Businesses

    There are many ways that we can help, both as individuals and as companies:

    1. Choose where we spend money – There are directories for Black, BIPOC, and LGBTQIA-owned businesses in my local area, search for some in the cities close to you.
    2. Shopping local – This is a good way to keep money in the community. Stephen Green has a TEDxPDX talk on this called Cheat More!
    3. Hire BIPOC contractors – When searching for contractors, be intentional to look for BIPOC contractors, and ask for referrals.
    4. Improve the equity landscape in your company – I recommend starting with this TIME article: 9 Things Corporations Should Do To Address Racial Inequality.
    5. Keep Learning – I recommend the book *Micro Activism by Omkari Williams (featured in this newsletter of Feb 2024).
    6. Connect on Social Media – Push Black is a great resource for learning history and taking action too, with daily, short educational posts on Messenger.

    The more we know, the more we can look for ways to advocate for, and contribute to making change. Without improving equity and access, capital and legislation, communities will continue to suffer.

    The Portland Business Journal has written about the lack of Black, BIPOC business funding year after year. And these issues are not unique to Portland. Awareness can bring us all to action.

    What will you do?

    Advocacy and activism are good places to start. Focus your money and support. Look for and create bright spots like Pitch Black!

    Thank you for reading, please share your thoughts and ideas.

    With respect and gratitude,

    Kim.

    Mighty Epiphyte Consulting is a full-service Benefit Company consulting firm along the Impacts Continuum, coaching for all social enterprise companies. And we’ll help with certifications and benefit report writing! advocate@mightyepiphyte.com #mightyadvocate Mighty Epiphyte Consulting is an Equity Centered Practice. *affiliate link to bookshop.org

    Certified Equity-Centered Coach Credentials from The Institute of Equity-Centered Coaching
    B-Corp logo in green
    Benefit Corporations for Good logo
  • Mighty Way Forward to … New Opportunities for Good!

    Mighty Way Forward to … New Opportunities for Good!

    Two years ago many people were rallying to be better allies. Did it work? 2022! Two years later, as a company and and as a community member, I’m blessed to have had the privilege to continue a lifelong journey and after a year will soon certify with the Institute for Equity Centered Leadership – leadership track and I’m beginning the Coaching track with many of the same cohort. The founder of the Institute, Trudi LeBron published The Anti-Racist Business Book (Bookshop.org affiliate link) this year! Two years on the links I shared below still matter. We can all to more with an equity centered lens for the greater good.

    The Institute for Equity-Centered Coaching – Trudi LeBron

    Building true advocacy for BIPOC, women owned, LGBTQIA owned businesses is a passion! Particularly for local businesses that have not received funding through covid, or haven’t been treated with equity. My goal is to support entrepreneurs! Advocacy means getting to know them, sharing their stories, purchasing their products and sharing with others. There are opportunities to support in other ways such as through Black Founders Matter. And as a B Corp consultant for impact companies, the lead conversation is about values and equity in all areas of business and impacts.

    Black Founders Matter Fund

    Where are we now? Two years ago I wrote:

    I don’t want to go “back” to the normal of lack of diversity hiring, pollution from traffic, cultures that only find fit in the “like minded” and overt racism. We all have a chance to move FORWARD for better and differently for people, planet, profit, purpose. What’s your purpose? Covid and Black Lives Matter are sending us signals to do better every day from now on. We have to work for it.

    “If this week is the beginning of your awareness, welcome. Truly. We need you and we are so glad you’re here. But please understand that you are only taking one step. Waking up is only the beginning.”

    – Ciara Pressler

    Diversity improves productivity and profits

    1999

    In 1999 and 2000, I hired a team of 15 for a new company in the US, for a product launch in the type 2 diabetes/metabolic syndrome space. We were told as managers to hire “young and hungry….” I hired three white people, the rest Asian, Latino and Black, all with great resumes. I was accused of “collecting people.” I was also one of the oldest people in the company and not yet 40. When I hired a 55 year old, my boss hated that I threw off the metrics. Each person had a territory from Sacramento to Olympia WA. Most teams nation wide were predominantly white and very young…. 3 years in my team was consistently in top 10% and won #1 team in the nation and the 55 year old was #1 representative in the nation. I was ostracized. Many of these hires are still friends and keep in touch. The irony was not lost on us that larger per-capita percentages of Black, Latino and Native Americans suffer disproportionately from metabolic syndrome and type 2 diabetes, our target market. And yet the company wanted a troupe of similar people to call on a wide variety of practitioners who treated a wide variety of people. My team was smart, fun and taught me much, I have no regrets, yet management made my work life hell.

    2019

    Fast forward to 2019, Cole Reed of openHAUS and greenHAUS spoke on Diversity Mindset for Best Work Place Productivity with data and compassion about this topic. 20 years after my experience, little has changed in hiring in too many sectors. Cole’s words are supported by data and experience, it’s time to increase productivity and profits in these great ways, through inclusion of talents and thought, experiences and capabilities. In my memories of my team, we would talk over dinners and in meetings with each other about ideas, the Buddhist sharing ideas with the Catholic, the Black person sharing ideas with the Mexican Immigrant, the team sharing ideas about how to approach a broad range of customers. Why would and leadership want “like minded” teams of look a likes and culture fits? Hiring for inclusion matters for human good. Break some old molds, don’t go “back to normal.” Cole brought home all the reasons why it’s so beneficial to have a diversity mindset in business, in community, in all we do.

    Diversity is not just anti-racist, it’s humane

    Kali Ladd – Executive Director of KarosPDX

    Benefit Corporations, Champions for Social Justice – article by Mary Ann Harmer

    Companies can create stronger values, lead other companies, lead communities, challenge to create new policies, challenge governments. It’s a new day. (Read below)

    What to do? Contribute

    Who to Follow? The Leaders

    That;s Not How That Works
    That’s Not How That Works – Louisa Doran and Trudi Lebron

    What to Read and Research?

    …a man hears what he want to hear, and disregards the rest-

    Simon & Garfunkel

    2022

    Certified B Corporation logo
    B Corp

    Two years later, as a business advocate I help other businesses lead with an equity centered lens. To measure and improved social and environmental impacts, write Benefit Reports and ultimately certify if that is the goal.

    Mighty Epiphyte Consulting LLC

    Kim at Mighty Epiphyte is a Connector, Collaborator and Catalyst for good! We helps company leaders and supporters measure and improve impacts, connect to stakeholders, vendors, communities, and clients through raising value systems and doing well while doing good. Well versed in Benefit Corporations for good and B Lab version 6 for B Corp, we also nurture companies through certification processes while building custom templates and doing the heavy lifting! @mightyepiphyte – mightyepiphyte@gmail.com Help your customers find you through the good you do in the world!

  • Diversity, Equity, Inclusion: A Mighty Imperative

    Bloomberg Business Week October 2020

    Opening doors, opportunities and hearts while breaking through to diversity, inclusion and anti-racism is good for business, good for communities, great for humanity!

    In your work, in your community, in your life, who is in the margins?  What are their lives like, what experiences do they have?  What resilience do people develop?  People’s abilities and contributions are often undervalued because we do not look to the margins and reach beyond the familiar.

    In 2020 white people are being propelled into awareness and some to action in varying degrees. And being uncomfortable in varying ways. What does this mean for any sort of progress? The voices of BIPOC and LGBTQ+ people to be included with their brilliance have sent messages for years. While the messages are being heard more, what is being done?

    This is next-level, equity-centered leadership, and your people need you

    Trudi Lebron

    Businesses large and small can engage with and hire for diversity.  There are opportunities everywhere, with employment, stakeholders, vendors, contractors, customers.  I am a solopreneur and actively seek businesses to partner with for legal, marketing and other needs.  When I was a hiring manager 20 years ago, I hired diverse teams, even when chastised. I wrote about it in Mighty Way Forward. Hiring a wonderfully diverse team wasn’t uncomfortable, the company culture was very uncomfortable. And just as important in my life experience, I am blessed to have worked for People of Color. Every experience has been enriching. There is data supporting that engaging in a way that is inclusive across race, generations, experiences, sexual preferences, all of this integration creates diversity of thought which results in many positive outcomes, increased productivity, better employee retention and more. What’s needed is open minded leadership, good training in hiring, true engagement and inclusion. The greatest of these is supporting and lifting humanity in a manner that is humane. Open a door, listen to another, embrace their ideas.  It’s been a long time coming. Some are uncomfortable reaching to the margins and engaging in diversity, equity and inclusion. There are two ways to go; forward with action, or sit still which means going backward. Here are some ideas to get started:

    • A neighborhood HOA held a zoom for the neighborhood, with a panel of Black neighbors to share their stories with about experiences being Black. It was eye opening and profound.
    • When I see a LinkedIn profile with no photo, I reach out to that person, often people in the margins don’t post a photo lest they be overlooked
    • When a resume has a name that is ethnic, or seems different to you, reach out and talk with that person early! They may be an incredible hire
    • I seek out local BIPOC and LGBTQ owned businesses, not for one time shopping, but with consistency.
    • Co-hosts of LinkedIn Local PDX #linkedinlocalpdx, we are intentional about “passing the mic” to leaders from a variety of communities, so that everyone in a year can see someone present who they can relate to.
    • Seek vendors and contractors by reaching to the margins first.
    • Seek training from JEDI masters, read, engage

    I’m not a trained DEI expert. I am a human who has hired people, been hired, who is a consumer, a neighbor and a friend. Every time I’ve been in sterile sameness of all white, similar age work groups or gatherings, I’ve felt uncomfortable, it’s stifling. Nature shows us diversity is paramount to survival and health. When I work with all sorts of people of experience, age, background, sexual preference, it’s been enriching and enlightening. When I volunteer in areas where people aren’t like me, I’m blessed and make new friends. When I support BIPOC, LGBTQ owned businesses, get to know the founders and share their products, I am humbled, friendships are made and our community thrives. Racism is bad for everyone. My choice is to support, step back, listen, learn and pass the mic. It’s an ongoing journey.

    Now you have external pressure colliding with internal pressure, and we have a perfect storm for action

    Tiffany Jana, TMI Consulting Founder and CEO

    In the B Corp world and Benefit Corporations certification world, points are given for demonstrated good values to people and planet.  Points are earned for achieving positive impacts in these goals.  For humanity, at the very least, 1, 5, 8, 16 and 17 are target goals.  While this is a  valuable guide post for many, is doing better for humanity something that only a few companies can do, and earn points for it?  Can we strive instead to incorporate doing better by the underserved as something as important and imperative as breathing, all the time, every day?  It shouldn’t be special, for points. Reaching to the margins, creating inclusivity and a safe place for diversity of thought have multiplicity of benefits, they shouldn’t be outlier activities, these actions should be imperative.

    Mighty Epiphyte Consulting helps companies assess and improve impacts, track for transparency and certify as B Corp. For the greater good! – mightyepiphyte@gmail.com @mightyepiphyte

    Resources

    Diversity is the art of thinking independently together

    Malcolm Forbes
  • How to Start Your Journey To Inclusion: Simple First Steps

    How to Start Your Journey To Inclusion: Simple First Steps

    By Jennifer Coyne and Cinthia Manuel

    (Note from Mighty Epiphyte – I attended the “Conscientious Leadership” workshop and heard Jennifer Coyne and Cinthia Manuel present. Inspired I wrote last month’s blog – Diversity Results in a Mighty Improved Bottom Line. It seems mighty fitting to share this written by Jennifer and Cinthia).

    Journey to Inclusion
    Photo by Leighann Renee

    Cinthia Manuel and I recently had the opportunity to present a Diversity, Equity, and Inclusion focus topic at the “Conscientious Leadership” workshop, hosted by BCFG. Sharing our insights and hearing about attendees’ experiences trying to drive change in this area was a fantastic experience, full of learning for us all.

    Especially for those on a triple-bottom line journey, the words Inclusion, Equity, Equality, Diversity, Accessibility, and Justice are commonplace.  And yet, understanding how to translate these words into meaningful action and transformational, lasting changes within an organization can be a challenge.

    Even within purpose-driven organizations, the economics of people programs must make financial sense. The good news is that creating an organization that values inclusivity and creates a safe and accessible space for all is also good for profit.

    Research Shows Diversity is Good for Profit

    A McKinsey study* showed that companies in the top quartile for ethnic diversity are 35% more likely to outperform their industry competitors in lower quartiles. In addition, companies that have pro-diversity policies are shown** to be more innovative, releasing more new products on average than those with less diverse practices in place.

    Hiring and retaining top talent in the future will also depend on creating a diverse and inclusive environment. There is a lot of work to be done in a space where we are all learning. There aren’t many established best practices yet, and the positive effects can take time, so persistence is important. The good news is you don’t have to have a full strategy to start prioritizing changes in the right direction.

    Ultimately, achieving a fully inclusive environment across all facets of your organization’s operations is the goal. This environment will support equity, diversity, justice and access.

    I encourage you to consider a framework that drives change in three ways:

    1)      Implement processes that mitigate bias & encourage inclusion

    2)      Deliver programs that foster inclusion and employee development

    3)      Promote techniques to increase empathy & behavioral awareness

    Each element of this framework could have its own strategy and many different effective tactics. You can get started with good sponsorship from leadership, a willingness to listen & challenge the status quo, and invest the energy to make and meet goals.

    5 Ways To Create a More Inclusive Work Culture

    Cinthia Manuel outlines five ways to get you started attracting more diverse candidates and creating a more inclusive work culture:

    1)      Make your job descriptions results-based. Jobs descriptions use different terminology based on the industry. Many organizations use creative writing to differentiate themselves, and others use certain words to come across as unique. Make sure that your job descriptions don’t cater only to certain demographics but are encouraging to all who can deliver the results you desire. A job description should not just be a list of skills that an organization is seeking, but it should show what is expected for the candidate to achieve within the first month, three, and six.  

    2)      Design gender-neutral job descriptions. Certain words on the job description are written with a gender bias; bias with a male-oriented tone often prevents women from clicking the ‘Apply’ button. Avoid using words like “superhero,” “ninja,” “guru,” etc., to describe the type of employee you are seeking. There are different types of software such Text.io available to help you review your job description and gender-neutral alternatives.

    3)      Introduce gender-neutral restrooms, provide female hygiene products, and establish a mother’s room.  Having gender-neutral restrooms can eliminate discrimination towards individuals that are taught to be in the “wrong” restroom. Let your staff know that gender-neutral restrooms are essential to creating an inclusive environment. In addition, ensure that you are allocating a section in your budget to provide an assortment of free female hygiene products in all company restrooms. Last but not least, make sure that providing private spaces for mothers to pump breast milk is not an afterthought. In some places, mother’s rooms are legally required; make sure you are in compliance.

    4)      Introduce a flexible work hours policy. Individuals have different situations that could affect their ability to work an 8-to-5 work schedule. Instead of “accommodating,” a single or a couple of individual schedules, create a policy that allows all employees to have the flexibility to design their work schedule. This policy will help eliminate any labeling that could put a negative focus on an employee.

    5)      Eliminate bias in operational tasks and meetings. It is important to realize that there is a built-in bias when assigning tasks such as making copies, getting refreshments, planning parties and taking notes in meetings. During an entire week, act as an observer. Take inventory of who is asked to or volunteers for these duties, and make certain it’s balanced among members of the team. Assign gatekeepers during meetings that take stock of who is heard in meetings. Observe who is interrupting, who is silent, who is invited or left out when important decisions are made. Make adjustments to ensure that all voices are heard and that administrative duties don’t always fall to the minority attendees of the meeting. 

    If you are already doing some of these things, that’s a great start! Make sure you’re measuring progress on goals you have set and then take on new challenges to make your environment increasingly more inclusive.  Whether you take small steps or bigger leaps, committing to improvement and persevering to deliver change is what’s important.

    For more recommendations on Equity, Diversity, Inclusion topics, please feel free to reach out to us!

    Jen Coyne, CEO & Co-Founder of The PEAK Fleet, Designing Irresistible Workplaces Jen.Coyne@thepeakfleet.com

    Cinthia Manuel, CEO & Founder of Autentica Consulting LLC, Working to Create More Equitable, Inclusive and Diverse Spaces cinthia@autenticaconsulting.com  

     *     Companies in the top quartile for racial ethnic diversity are 35% more likely to have higher financial returns above their respective national industry medians Source: Hunt, Vivian, Dennis Layton, and Sara Prince. “Diversity matters.” McKinsey & Company 1 (2015)

    **      Study Finds Diversity Boosts Innovation in U.S. Companies by Matt Shipman, January 9, 2018 https://news.ncsu.edu/2018/01/diversity-boosts-innovation-2018/

    ~benefitcorporationsforgood.com~

    Contact Kim on:

    mightyepiphtye@gmail.com | @mightyepiphyte | Mighty Epiphyte Consulting LLC

    Consulting for Good Business and Strong Impacts!