The Case for DEI
I work in an industry that, kindly put, isn’t known for its diversity. From being refused access onto job sites to being paid less to do more to microaggressions… it’s hard out on these streets. The best way that I can channel my frustration is to actively try to make change where I can. In this new “D.E.I.” series, I will take you along this journey as I tackle the topic of diversity, equity, and inclusion and attempt to implement change where I can. And to start us off, let’s begin with the basic question of “why.” Why should you and everyone else care about DEI?
There are tons of reasons why you should care about DEI. I might not have captured everything in my list below, but I think it’s enough to prove the point that it really f***ing matters for many different reasons. Also, before we get started, I’d like to clarify that the “you” I use in the paragraphs below is like a general you (i.e. you, the company that could use DEI).
Because you can attract the best talent. The fact is that the workforce of the future is more diverse than ever. Companies such as glassdoor have even launched new criteria for company’s DEI, bringing placemaking to the forefront of new hires. Those stale dusty old people (no offense intended to actual old people) at the top are going to retire sometime… When you ignore bringing in fresh new talent of diverse backgrounds, y’all are playing yourselves.
Because you can retain the best talent. So hiring diverse talent isn’t enough when your cool new hires look around, find out that the company culture f***ing sucks, and quit. You’re just left with high turnover costs and the same boring-a** group of people who bring the same bland food to the company potluck. By making an effort to create an equitable and inclusive environment, you’re able to actually retain your diverse staff.
Because you’ll get the most out of people. By making people feel like they’re welcome and valued, you can improve the morale, growth, productivity, wellness, and more of employees. Happier people are more likely to do better work. Additionally, when you get a group of people that are in it for the long haul, you’re able to create teams that know how to work together well and can serve your clients better.
Because you can improve your reputation. Happier employees write more positive reviews, share cool things about the company on social media, and talk up the company in their network. That’s going to be a real cute look for you in terms of attracting talent as well as clients. If all you’re seeing is negative reviews and comments about a toxic work environment, you’ve got to look yourself in the mirror and see what’s got to change.
Because you can get the best product. When you lack diversity or when not everyone is valued enough to feel comfortable voicing their opinions, you’re left with major blindspots. There’s plenty of examples of this in real life. Seat belts were designed without women in mind, which resulted in way more women being injured in crashes than men. Facial recognition software was designed to recognize middle-aged white male faces. Literally there’s tons of people who don’t fit into that mold, so facial recognition software is jacked up.
Because you can meet the demand. Clients and customers are also becoming more and more diverse. As a result, bringing an equally diverse set of skills and experiences to the table is extremely marketable. By investing in DEI, you’re also making an investment in the longevity and adaptability of your business.
Because it Improves the bottom line. In these uncertain times, you really can’t afford to ignore diversity. Bottom line, DEI improves profitability and can strengthen your business recovery. McKinsey (and plenty of others) has done a few studies demonstrating the point. See Why Diversity Matters (McKinsey, 2015), Delivering Through Diversity (McKinsey, 2018), and Diversity Wins (McKinsey, 2020).
Because otherwise you’re an a**hole. After all the points above, I feel like maybe a lot of us were thinking about this very straightforward and simple point. Including people and making them feel like they belong and have a voice is just the right thing to do. You could argue shades of gray, but I’ll just say it. Not putting an effort into DEI makes you an a**hole. Period.
So there you have it. My first of many posts in this series. I’m an engineer, so I clearly went to school for engineering. Therefore, I can’t say I’m the most knowledgeable person when it comes to DEI. I’m sure I’m going to make mistakes on this journey (and feel free to call me out on it when I do). But I think this is a topic worth exploring, so I hope you will tune in for the rest of this series!