Author: GiGi Simsbrook
Strategic Business Development (SBD)
Contact: [email protected]
For many businesses, diversity is a smart choice. But experts in the field now agree, businesses that want to remain competitive and relevant in the shifting market place, must implement diversity and inclusion strategies throughout their organization —from training, to customer service, to internal teams, and people in the field. Generations X and Y are more inclusive than their predecessors. In order to keep a competitive edge and remain relevant, companies are seeking to actively engage in community partnerships and collaborations —and support organizations that focus on diversity and inclusion and empowerment and advancement of social minority groups.
The ability for a business to remain competitive is dependent upon its ability to embrace and engage with the changing workplace. "Business must understand and solicit emerging-market customers, as well as allies to these groups,” says Darren Bates, Global Diversity and Inclusion Consultant and President and CEO of Employment Alliance for People with Disabilities (EAPD), a non partisan, non profit in Texas that helps employers expand diversity and recruiting efforts by outreaching, hiring, and retaining individuals with disabilities, older workers, and veterans with disabilities.
"Embracing diverse and inclusive workplaces is increasingly important in light of demographic shifts as millions of baby boomers enter retirement and other minority groups are making up an increasingly large share of the workforce," says Sandi Morita, Former Chief Administrator for Kaiser Permanente in Southern California. In fact, Ms. Morita says, "More older Americans want to work than ever before. There is no question that economic stresses have delayed retirement and driven older people to keep working."
But there are other forces at work, and they're part of a sustained change that's been going on for more than 20 years. The demographics of our country and global reach are changing rapidly. According to the American Community Survey (ACS), approximately 56.7 million people — 19 percent of the population —reported having a disability in the U.S. in 2010. Another changing demographic is the Lesbian, Gay, Bisexual, and Transgender (LGBT) population. The LGBT community has been estimated by many sources to be about 10 percent of the total population, but its reach, through relatives and friends and others who are supportive, is considerably greater.
But there are other forces at work, and they're part of a sustained change that's been going on for more than 20 years. The demographics of our country and global reach are changing rapidly. According to the American Community Survey (ACS), approximately 56.7 million people — 19 percent of the population —reported having a disability in the U.S. in 2010. Another changing demographic is the Lesbian, Gay, Bisexual, and Transgender (LGBT) population. The LGBT community has been estimated by many sources to be about 10 percent of the total population, but its reach, through relatives and friends and others who are supportive, is considerably greater.
The demographic shift creating a new customer base and workforce is not the only reason to implement diversity initiatives within a company’s business strategy. Increased globalization, improved financial results, and employee retention are all part of a growing business case for diversity and inclusion. "You need diversity and inclusion to remain competitive; and diversity and inclusion are not the same," says Bates.
Listen up HR professionals, does the sign on your office door still say, 'Personnel Department?' —Do you think workplace diversity is only focused on race and gender? If so, you and the company you work for have a big problem!
Diversity has evolved to include a much wider range of attributes, including people with disabilities, older workers and the LGBT community. Inclusion goes beyond diversity, beyond employing individuals with diverse backgrounds. Inclusion is about creating a workplace environment where every employee is valued. An inclusive workplace culture is an environment of mutual respect, equity, and recognition of the value of differences each employee brings regardless of backgrounds or disability, age, race and so on.
Embracing and fostering an inclusive corporate culture will improve a corporation's financial results. "Businesses that build a culture of access and inclusion and engage in diverse hiring practices by outreaching, hiring, promoting, and retaining people with disabilities, older workers and our returning wounded warriors have a distinct strategic advantage over their competitors," Bates says.
Embracing and fostering an inclusive corporate culture will improve a corporation's financial results. "Businesses that build a culture of access and inclusion and engage in diverse hiring practices by outreaching, hiring, promoting, and retaining people with disabilities, older workers and our returning wounded warriors have a distinct strategic advantage over their competitors," Bates says.
According to the Employer Assistance & Resource Network, some of the most significant advantages include:
- Increased employee:
- Engagement
- Job satisfaction
- Commitment, or loyalty, to company
- Tenure, or length of time with company
- Organizational citizenship behaviors
- Reduced employee turnover
Companies like Starbucks, Walgreens, and Lowe's will tell you that promoting and fostering diverse and inclusive hiring practices expands your consumer base and increases your profits. James Harris, Director of Supplier Diversity for H-E-B, a San Antonio-based grocer, says H-E-B has focused on workplace diversity and inclusion and its pool of suppliers for more than nine years. "From a supplier diversity standpoint, minority suppliers better understand the needs of H-E-B consumers," Harris says. “They are connected with their needs and it makes us more reflective of the communities we serve."
It's simple really, people that buy your products want to see others who look like them working in your store. Employees will work at companies where they feel welcomed and valued. Customers will shop and dine where they feel comfortable. Putting that into practice, the 2010 Census found that 1 in 5 people have a disability in the United States have a disability —that translates into more than 220 billion dollars in discretionary, consumer spending power. Does your business want a slice of this demographic? Any smart business would. —And as Bates and Harris have already said, with any customer segment, the best way to tap into a demographic market is to ensure it is represented in your workforce and supply chain.
"I travel frequently across the country and what I see is that most companies need help to expand their workforce and create an inclusive corporate culture," says Bates. "That's why I founded the Employment Alliance for People with Disabilities."
Innovative companies that want to remain relevant are actively seeking partnership and collaboration with organizations such as the Employment Alliance for People with Disabilities and workforce collaboratives such as the new LEAD Center that focus on diversity and inclusion, and the social and economic advancement of minority groups, such as people with disabilities, older workers and returning veterans with disabilities.
"A partnership with EAPD means dedication to building a culture of access and inclusion and advancing best practices in the employment, advancement and independence of people with cross-disabilities," says Marshall Burns, EAPD Board Member. "It also means joining a network of energized people making change in our communities, our workplaces, our government and, our culture."
Diversity and inclusion —synergize a corporation and make it resonate— so that a it not only looks like the community it serves, but the business operation, as a whole, becomes dynamically linked with the lives, wants and needs of its customers. And that's a recipe for success.
Diversity and inclusion —synergize a corporation and make it resonate— so that a it not only looks like the community it serves, but the business operation, as a whole, becomes dynamically linked with the lives, wants and needs of its customers. And that's a recipe for success.
The EAPD is a resource for employers seeking to diversify and expand their workforce and increase their market return by recruiting, hiring, promoting, and retaining qualified employees with disabilities, older workers and returning veterans with disabilities. For information on how you can Partner with the EAPD: Click Here
Click on the link below to learn about new resources on how to create an inclusion workplace environment.
Creating an Inclusive
Work Environment
Creating an Inclusive
Work Environment
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