Diversity

9 posts
Decoding DE&I: How Candidates Can Assess Inclusion In Workplaces



In today's dynamic landscape, diversity, equity, and inclusion (DE&I) have become more than buzzwords. They're intertwined into the constitution of successful organizations, fostering innovation, driving productivity, and, perhaps most importantly, attracting top talent. But for job seekers, navigating the nuances of company culture and assessing its genuine commitment to DE&I can be tricky.

Therefore, how can the candidates confidently step into an interview and try to assess a company's DE&I commitment but also amplify their own contribution to an inclusive environment? Here are some key lessons I've gained throughout my career:

1. Do Your Research


Serious woman on laptop researches a company's DE&I

Before the interview, delve deeper than the company website. Look for news articles, social media posts, and employee testimonials that paint a picture of the company's DE&I initiatives. Are there leadership development programs specifically for underrepresented groups? Actively search for evidence of their commitment beyond statements.

2. Ask The Right Questions


Man asks about DE&I in a job interview

Don't be afraid to ask questions, and, especially, don't shy away from directly addressing DE&I. Prepare beforehand and skip the generic, "Are you an equal opportunity employer?" Ask about specific policies, programs, and metrics they use to track progress on DE&I. Inquire about their approach to unconscious bias training and their commitment to creating a psychologically safe space for all employees. Use the data you gather to your advantage during the interview process.

3. Observe The Interview Panel


Man looks at hiring managers during a panel interview

Pay attention to the composition of the interview panel. Does it reflect the company's stated commitment to diversity? If the panel is homogenous, it might be a red flag. However, remember that a diverse panel doesn't automatically guarantee an inclusive culture. Look for genuine interaction and respect among the interviewers, regardless of their backgrounds.

4. Trust Your Gut


Woman thinks about the company's DE&I during a job interview

Pay attention to the overall tone of the interview. Do you feel comfortable expressing your opinion? Are you being listened to with respect? Are the interviewers genuinely interested in your unique value proposition? While a single interview can't give you a complete picture, your intuition can be a valuable tool in assessing the company's DE&I landscape.

Assessing a company's DE&I is about seeking an environment where you can thrive, contribute your authentic self, and feel valued for your unique perspective. By doing your research, asking the right questions, and sharing your own story, you can not only gauge a company's commitment to DE&I but also amplify your own contribution to creating a more inclusive workplace for everyone.

We must always strive to build a future where every voice is heard, every talent is valued, and every individual has the opportunity to reach their full potential.

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Decoding DE&I: How Candidates Can Assess Inclusion …



As businesses strive to create environments that foster diversity, inclusivity, and fairness, the imperative to understand and implement effective strategies for promoting gender equality in the workplace has never been more pressing. A workplace that promotes gender equality is a workplace where innovation and productivity flourish, driving long-term organizational success. What practical strategies can leaders implement to help create an inclusive and equitable work environment where everyone can thrive?

We recently asked our leading executives for their best tips on how to promote gender equality in the workplace.

Here are their responses...

Michael Willis, Sports Business Operations Executive


No more playing it safe with surface-level initiatives or empty gestures. It's time to unleash a storm of innovation and redefine what it means to truly champion gender equality in every corner of the professional realm.

Step 1: Shatter the Status Quo - Throw out those old-school gender roles and expectations. Men in leadership and nurturing roles? Absolutely. Women in traditionally male-dominated industries? You bet. Let's obliterate the barriers that have held us back for too long.

Step 2: Pay Parity or Bust - No more excuses. Audit those payrolls and fix the wage gap pronto. It's time to show that the value of your work has nothing to do with gender. Pay up or prepare to face some significant disruption.

Step 3: Fierce Flexibility - Flextime isn't just for show—it's for real. Allow everyone to craft their schedules around their lives. Parent-teacher meetings, gym time, creative pursuits—let's blend work and life in a way that makes sense for everyone.

Step 4: Gender-Blind Hiring - Resumes with no names, no gender indicators—just skills and experience. It's time to pick talent based on capability, not gender assumptions.

Step 5: Parental Leave for All - Parental leave that doesn't discriminate. Dads, moms, adoptive parents—everyone gets a chance to bond and support their families without fearing career repercussions.

Step 6: Mandatory Unconscious Bias Training - Nobody escapes this. Everyone, from the CEO to the intern, gets a reality check on their biases. It's time to level the playing field by leveling the mindset.

Step 7: Leadership Overhaul - Time to rewrite the leadership narrative. Promote women not just because it's trendy but because they're qualified. We need diverse voices at the top calling the shots.

Step 8: Transparency Talk - Publish diversity and inclusion data. Let everyone see precisely where your workplace stands.

Step 9: Speak Out, Stand Up - Foster an environment where calling out inequality isn't risky business. Encourage employees to speak up and back them up when they do.

Step 10: Disruptive Mentorship - Pair rising stars with seasoned pros from all walks of life. Gender, age, industry—mix it up. The wisdom doesn't just flow one way.

Step 11: Men as Allies - Men, it's time to join the fight for gender equality. Amplify women's voices, challenge the system, and acknowledge that when one of us rises, we all do.

Step 12: Fearless Flexing - Embrace employees who challenge the norms. Please encourage them to break boundaries and create initiatives that amplify gender equality like never before.

So, there you have it—a disruptive approach to gender equality in the workplace. It's time to shake things up, challenge the norms, and make equality more than just a buzzword. Let's create a workplace where everyone thrives, regardless of gender, because we're in this together for real change.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Kathryn Marshburn, Artist & Label Partnerships


Gender equality concept

The music industry has experienced gender inequality for decades where women are still vastly under-represented. We have an outrageous gender gap that is improving but at a nominal rate and we need more equity leadership from all music entities.

Thirty percent of music artists identify as females on the Billboard Hot 100 today. Basically, this means that there are 3.5 men for every 1 woman represented in the music industry. We have to correct this inequity, but the question is how?

The runway for men from the top 100 position to the top 20 position is much easier than the mapping of females to a top 20 position. It is painfully obvious that it is harder for women to break into music and to make it into the top where 70% of men are making the breakthrough over a longer runaway. Women are expected to go straight to the top quickly and it’s just not realistic or fair.

What are the solutions to consider?

1. Music label initiatives to sign and seek more female artists, providing better budgets to support music production and distribution.

2. Rip the Band-Aid off the issue exposing the narrative about the inequities in the industry that exist with a lack of female music engineers, music, executives, and other parallel roles within the music industry. Provide opportunities to speak on the issue and to amplify the need to have better equality.

3. Demand that streaming platforms support marketing campaigns that feature women. An amazing example of this is the EQUAL campaign at Spotify, where major marketing dollars are put to the test behind international female artists, virtually unknown music artists, that include worldwide promotions such as Times Square billboards, live events, and other marketing activations. Spotify has successfully provided support for female music artists to tell their stories through music and increased fanbase growth and overall support of women in music.

4. Providing an educational track at the elementary school level encouraging more music programs targeted at females including writing, composing, and vocal training.

5. Become more transparent about pay inequity, and close the gap.

6. Move from a mentorship mentality to a sponsorship mindset.

With a huge gap in gender within the music industry, we must become better advocates for women and female artists.

The industry has always been difficult to break through, but it’s particularly harder for women who are struggling to map their journey through unfair territory. Please leave comments and thoughts and help us to create a more equitable environment in the music.

Kathryn Marshburn has spent 12+ years in the music and gaming industries guiding teams on identifying targeted goals with an agile approach resulting in driving revenue and reducing risk.

Lisa Perry, Global Marketing Executive


Group of coworkers/professionals in a meeting for a company that promotes gender equality

Gender inequality has been a hot topic of discussion and concern lately. While progress has been made in recent years, there are still areas where gender disparities exist.

  • Not a single country in the world has achieved gender equality. On a global level, there’s been little progress on gender equality since the Global Goals were signed in 2015. Source
  • Over 380 million women and girls are living in extreme poverty. That’s more than the entire population of the United States living on less than $1.90 a day. Source
  • Women shoulder billions of hours of unpaid childcare globally. And the pandemic just made it worse. Source
  • Women earn 82% of what men make in the same roles, and this gender gap has remained relatively stable over the past 20 years. Source
  • Less than 20% of the world’s landholders are women. Source
  • Women make up 10.4% of Fortune 500 CEOs and earn 75% less than their male counterparts. Source

In the face of these staggering statistics, it’s imperative to address gender inequality in all spheres of life, including the workplace. When there is a lack of diversity in decision-making, it eliminates the viewpoint of a huge percentage of the population. So, how can organizations take concrete steps to promote gender equality in the workplace?

  • Equal Pay for Equal Work: Ensure men and women are paid equally for the same roles and responsibilities. Regularly review salary structures and address any pay disparities.
  • Inclusive Hiring Practices: Implement unbiased and inclusive hiring practices that ensure equal opportunities for all candidates, regardless of gender. Use diverse hiring panels and consider blind recruitment techniques.
  • Flexible Work Policies: Offer flexible work arrangements that cater to the diverse needs of employees, particularly women who often juggle work and caregiving responsibilities.
  • Leadership Development: Develop programs that actively identify and nurture female talent within the organization. Encourage women to take on leadership roles and provide them with mentorship and guidance.
  • Education and Training: Conduct gender sensitivity training for all employees to create awareness about unconscious biases and stereotypes in the workplace.
  • Family-Friendly Policies: Provide comprehensive family-friendly policies, including parental leave, childcare facilities, and support for caregivers, to ensure a conducive environment for both men and women to balance work and family responsibilities.
  • Transparent Promotion Criteria: Clearly define and communicate promotion criteria to ensure that opportunities for growth and advancement are available to all employees based on merit.

Promoting a workplace culture of gender equality empowers organizations to harness their workforce’s full potential, fuel economic growth, and foster inclusivity. Embracing gender equality nurtures an environment where every voice matters, bolstering employee satisfaction and retention. Beyond a moral duty, it’s an investment in the future of organizations and societies, propelling progress.

For a step-by-step guide on how to develop a brand strategy, check out my book How to Develop a Brand Strategy.

Lisa Perry helps companies drive revenue by using consumer trends, insights, and data analytics to innovate their approach to marketing.

How do you promote gender equality in the workplace? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Promote Gender Equality …



In this week's edition of the Work It DAILY Weekly Update, we discuss the importance of employers offering outplacement services and briefly touch on how recent events nationally impact the workplace.

The Importance Of Offering Outplacement Services


Laid-off employee on laptop uses outplacement services in their job search

Last week, the National Bureau of Economic Research officially declared that the U.S. economy was in a recession.

For the millions of people who have lost their jobs, this doesn't come as a surprise. Making matters worse is the fact that the newly unemployed are heading into this recession lacking the basic job search skills they need to navigate the competitive job search process that accompanies a recession.

In some ways, this would be an easy problem to address if more companies offered outplacement services to the employers they let go. Unfortunately, most don't!

Work It DAILY founder and CEO J.T. O'Donnell touched extensively on the issue recently via her LinkedIn newsletter and podcast JT Talks Jobs.

Most companies offer job coaching/outplacement to laid-off executives, but not the rest of the workforce, according to O'Donnell.

As part of tax code changes made in 2017, people are no longer allowed to write off job search and coaching as an expense on their taxes, which puts even more burden on those impacted by layoffs, while companies are able to write it off as a business expense.

O'Donnell suggests that those who have been laid off should go back to their former employer and ask for assistance with job coaching, while challenging managers or business leaders who have laid people off to go back to their executive teams and ask them to find it in their budget to pay for outplacement for their staff.

There's a misconception that outplacement is expensive and will break the bank for their companies. However, this is no longer the case! Services like the ones offered by Work It DAILY are both affordable and can be done virtually through a computer or phone application.

Companies need to be more open-minded about helping layoff victims secure outplacement/career coaching services. Not only is it the right thing to do in this recession, but it's good business!

For one, the sooner your former employees get jobs, the less you pay in insurance rates. But, most importantly, employees will remember how they were treated in their time of need. Those employees will take to sites like Glassdoor and Indeed to share their experiences, and bad experiences have a way of sticking with companies and hurting their employer brand.

No one knows how long this recession will be, or the ultimate damage from it, but anything a company can do to help laid-off employees will go a long way towards putting the company on the right side of history.

Good News Of The Week


Peloton recently donated $500,000 to the NAACP

Exercise and media company Peloton was one of the first companies to make a major statement about racism in the wake of George Floyd's death.

Peloton made the poignant statement via Twitter and the message included the announcement that they were making a $500,000 donation to the NAACP.

Peloton has been praised for the tone of the message and taking immediate action with their donation. They were also praised for the way they ended their message. "We have more work to do. Will you join us?" This serves as an acknowledgment that statements and donations won't solve the problem alone and a call to action for other businesses to step up and help in the process.

Resource Of The Week


Coworkers discuss diversity and the company's role in improving society during a work meeting

As stated above, many U.S. companies are trying to figure out ways to show support and join the fight against racism.

For some companies, it's putting out public statements against racism. Others are donating to African-American causes, and many more companies are holding discussions about how to meaningfully participate in making positive changes to both the workplace and society.

Out of all these steps, having ongoing discussions about race and diversity is the most important. It's important that discussions not only happen now in these times of unrest, but they continue. The only way to make positive change is to constantly keep these issues at the forefront.

What meaningful change looks like and the timetable for it will vary by company and that company's circumstances, but one thing is for certain moving forward: remaining silent isn't an option.

Businesses are an essential part of society, and all of society must participate in making a difference. The Harvard Business Review recently linked some helpful articles and books to help discussions about race and there are also many great organizations that empower African Americans that are worth learning more about.

Give yourself an even greater edge by becoming a Work It DAILY member today! Get access to one-on-one career coaching, resume and cover letter reviews, online tutorials, and unlimited networking opportunities—all at an affordable price.

This article was originally published at an earlier date.

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Outplacement Is An Essential Service To Offer …

Decoding DE&I: How Candidates Can Assess Inclusion In Workplaces



The most successful companies are those that foster creativity and adaptability, which is only possible when you build and maintain a culture of innovation. Leaders have a huge impact on an organization's culture, and when they take the time to build a culture of innovation, the company reaps the rewards. So, how can leaders build a culture that inspires innovation, drives organizational change, and stays ahead in a rapidly evolving business landscape?

We recently asked our leading executives for their best tips on how to build a culture of innovation that fosters creativity and adaptability.

Here are their responses...

Ana Smith, Leadership Development & Learning Strategist


In today's rapidly evolving business landscape, organizations need to cultivate a culture of innovation that fosters creativity and adaptability. Such a culture empowers employees, drives growth, and enables organizations to stay ahead of the competition. Here are some key strategies to build a culture of innovation within your organization:

1. Encourage and Embrace Diversity

Diversity is a powerful catalyst for innovation. Create a workplace that values and embraces diverse perspectives, backgrounds, and experiences. Encourage employees to share their unique ideas and create an inclusive environment where everyone feels heard and respected. Remember, diverse teams are more likely to generate groundbreaking ideas and adapt to changing market dynamics.

2. Foster Psychological Safety

Psychological safety is crucial for nurturing a culture of innovation. Employees should feel safe to take risks, experiment, and share their ideas without fear of judgment or negative consequences. Encourage open communication, provide constructive feedback, and celebrate both successes and failures as learning opportunities. When employees feel safe, they are more likely to push boundaries, think creatively, and adapt to new challenges.

3. Provide Resources and Support

Innovation requires resources, both tangible and intangible. Allocate time, budget, and tools specifically for innovation initiatives. Establish cross-functional teams and provide them with the necessary training and support to explore new ideas. Encourage employees to pursue continuous learning, attend industry events, and network with experts. By investing in resources and supporting employee growth, you empower them to innovate and adapt effectively.

4. Foster a Growth Mindset

A growth mindset is essential for fostering innovation. Encourage employees to embrace a mindset of continuous learning, curiosity, and resilience. Promote a culture that values experimentation, iteration, and learning from failures. Celebrate and reward innovative thinking and recognize employees who take calculated risks and drive positive change. When employees believe in their ability to learn and grow, they become more adaptable and open to new ideas.

5. Break Silos and Encourage Collaboration

Innovation thrives when teams collaborate and break down silos. Encourage cross-functional collaboration and create platforms for employees to share ideas, collaborate on projects, and provide feedback. Foster a culture of knowledge-sharing and ensure information flows freely across different departments and levels of the organization. By breaking silos, you enable diverse perspectives to come together, sparking creativity and adaptability.

6. Lead by Example

Leaders play a crucial role in shaping an innovative culture. Lead by example and demonstrate a passion for innovation. Encourage leaders at all levels to actively participate in innovation initiatives, share their ideas, and support employees' innovative endeavors. Create a safe space for employees to challenge the status quo and provide channels for their ideas to reach decision-makers. When leaders prioritize innovation, it sets the tone for the entire organization.

7. Recognize and Celebrate Innovation

Acknowledge and celebrate innovation within your organization. Recognize individuals and teams who bring innovative ideas to life, drive change, and contribute to the organization's success. Establish innovation awards or programs that highlight and reward innovative thinking. Celebrating innovation not only motivates employees but also signals to the entire organization that creativity and adaptability are valued.

Building a culture of innovation takes time, effort, and a commitment to continuous improvement.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread.

John Schembari, Senior Education Executive


Creativity, innovation, thinking, ideas concept

To drive innovation within organizations, we need to set up systems and processes that allow for collective decision-making so that all stakeholders can have a say in the direction of the organization.

Within the field of education, I often work with school leaders to ensure that staff (teachers) can participate in data-informed professional learning communities where new research can be explored as to its relevance at the work site, problems of practice/case studies can be reviewed/discussed in a safe environment, and opportunities to shadow other teachers can be planned. This structure can also allow for new voices to be heard. Diversity of opinion/background can also lead to innovation. I believe that a similar structure could be set up in additional types of organizations as well.

John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

Michael Willis, Sports Business Operations Executive


Human brain, innovation, differences, thinking, intelligence concept

I love talking about “culture of innovation” because innovation to me means completely changing the game. You must be willing to break stuff. You must be ready to break industry norms or business models.

I have outlined three ways to build a culture of innovation that fosters creativity and adaptability.

1. Encourage Dissent

Let people know that even though I am the boss, I don’t have all the answers. You can’t encourage dissent if everyone on the team thinks the same and agrees with each other. A disruptive-minded environment allows team members to share their ideas, voice opposition, and have bold and aspirational purposes beyond just making money. People that are ready to take risks. This will be a no-judgment zone.

2. Select for Diversity

Nothing makes the team more vulnerable to outside disruption than uniformity. You won’t be able to encourage dissent if everybody thinks the same. You may have a culturally diverse group, but if everyone graduated from the same business school, there’s a good chance they will all think the same. They will be the most agreeable people you have ever worked with, but this won’t create a culture of innovation.

3. Convert Competitors

What better way to get ahead of disruption in your industry than to be the one who’s initiating the disruption?

No matter your company’s success, vulnerabilities, cracks, and apparent weaknesses make it ripe for disruption. Most people won’t address these weaknesses unless they affect revenue or shareholder profits.

Why not address these issues now instead of waiting like everyone else?

Get your team to identify your top three competitors and look at a way to make them customers.

Start by identifying what your company does far better than your competitors. Get specific on the how and why.

So, there you have it; I have given you three ways to build a “culture of innovation.” Encourage dissent, select for diversity, and convert competitors.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive


Innovation, creativity, idea concept

A lack of driving innovation puts any organization at risk of failure. Xerox is a great example. They were the first to invent the PC a decade before mass-market GUI machines became available. Unfortunately, management thought going digital would be too expensive and unable to replace the Xerox copy machines, so they didn't explore the opportunity further. Consequently, Xerox missed the chance to dominate the emerging market, ultimately allowing competitors like IBM, Apple, and Microsft to seize the reins of innovation and reshape the industry.

Building a culture of innovation that fosters creativity and adaptability is crucial for organizations aiming to thrive in today’s rapidly changing world. Here are key steps to cultivate such a culture:

Empower Employees

Empower your employees to be change agents. When an organization has high trust and empowerment, employees feel comfortable being creative, making decisions, and taking risks. Promoting a growth mindset is also important by helping employees experiment, innovate, collaborate, and problem-solve.

Innovation Advocates

Inspire change throughout your organization by allowing employees to share their ideas for innovation, improvement, and growth. Get creative on how you engage your employees with digital suggestion boxes, all-hands meetings, creative retreats, rewarding employees for great ideas, and innovation tournaments.

Failure Is the Secret to Innovation

The most forward-thinking companies embrace risk-taking and the possibility of failure. What's wonderful about failure is the learning you receive from it. You learn substantially more from failures than successes. Failures should push you to bounce back and work harder to achieve your goals, making you stronger. Here are three things you should model as a leader within your organization:

  • Lead by Example: Management should share past examples of company failures, suggest new solutions that might not work, and receive ideas from others without judgment.
  • Provide a Solution: While failing is okay, managers must encourage employees to provide solutions to problems and propose an action plan for the next steps. Managers can then review and guide how best to proceed.
  • Don't Repeat Failures: The key here is to learn from your mistakes, document the learning, establish a process that ensures these failures won't happen again, and share these learnings throughout your organization.

Taking Action Quickly

If COVID-19 taught us anything, it's that when there is a sense of urgency to create change, organizations can make it happen quickly. Organizations that spent years developing new products and services suddenly rolled them out in weeks during the pandemic to meet consumer demand. How do we continue taking action quickly to drive innovation when a crisis isn't around? Here are three things you can do to take action quickly in your organization:

  • Sense of Urgency: Start-ups feel a constant sense of urgency to drive innovation to hit key milestones (i.e., sales, funding, etc.). That urgency to move quickly tends to be lost in mid to large organizations. To keep that sense of urgency in your organization, push decision-making down to the local level, be more agile, accelerate the product-iteration process, and ensure 100% focus among decision-makers.
  • Access to Customers: Being successful is knowing what your customers' needs are and hearing their problems. Employees need to feel empowered to make decisions based on what customers say when they contact them at any level of the organization.
  • Get Personally Involved: When senior leaders get involved in innovation, it signals throughout the organization that this is critical to their success.

By nurturing a culture of innovation, organizations can embrace new opportunities, overcome challenges, and remain agile in an ever-evolving landscape, driving their long-term success and impact.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

What are your best tips for building a culture of innovation that fosters creativity and adaptability? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Build A Culture …



A diverse and inclusive workplace is one where all employees feel safe, respected, valued, appreciated, and empowered. In today's world, an inclusive workplace is essential for business success because inclusion improves team performance, productivity, and innovation through connection and a sense of belonging. How can leaders create and foster inclusion in the workplace for better employee satisfaction and business success?

We recently asked our leading executives how they foster an inclusive workplace.

Here are their responses...

Ana Smith, Leadership Development & Learning Strategist


As a leader, creating and fostering an inclusive workplace is crucial for ensuring a diverse and harmonious work environment where every employee feels valued and respected and has equal opportunities to succeed. This is a framework that I have used to promote inclusivity in the organizations/teams that I've led, and had been part of:

  1. Set the tone from the top: As a leader, it's essential to actively champion and communicate the importance of diversity and inclusion within the organization. Make it clear that inclusivity is a core value and not just a buzzword.
  2. Develop and implement inclusive policies and practices: Review and revise existing policies and practices to ensure they promote diversity and inclusion. This may include policies related to recruitment, hiring, promotion, compensation, and employee development. Strive for fairness and transparency in these processes.
  3. Diversify your workforce: Actively seek out diverse talent by implementing inclusive recruitment strategies. This may involve partnering with organizations that focus on underrepresented groups, using diverse job boards, or adopting blind recruitment practices to reduce unconscious bias. Additionally, create an inclusive environment for people with disabilities by making your physical workspace accessible.
  4. Provide diversity and inclusion training: Offer training programs to all employees to raise awareness about unconscious bias, cultural competency, and inclusive practices. This can help foster empathy, understanding, and respect among team members.
  5. Encourage open communication and feedback: Create channels for employees to provide feedback, share ideas, and raise concerns about diversity and inclusion. Establish an environment where individuals feel safe and comfortable speaking up, knowing their voices will be heard and valued. Act on the feedback received to address issues promptly.
  6. Foster diversity and inclusion through employee resource groups (ERGs): Encourage the formation of ERGs where employees can connect, support, and advocate for underrepresented groups. These groups can provide valuable insights and recommendations to leadership while offering a sense of belonging to their members.
  7. Provide mentoring and sponsorship programs: Implement mentoring and sponsorship initiatives that pair employees from underrepresented groups with more senior employees who can provide guidance, support, and advocacy. This can help foster career development and create opportunities for advancement.
  8. Emphasize inclusive leadership: Train and develop managers to become inclusive leaders who promote diversity, actively listen to their team members, value different perspectives, and create a psychologically safe environment where everyone feels included and empowered.
  9. Regularly measure progress and adapt: Establish key performance indicators (KPIs) related to diversity and inclusion, such as representation in leadership positions or employee satisfaction scores. Regularly track and evaluate progress against these metrics, making adjustments to your strategies as needed.

Remember, creating an inclusive workplace is an ongoing process that requires continuous effort, education, and commitment from leadership. By following this framework and making diversity and inclusion a priority, you can foster an environment where all employees feel valued, empowered, and able to reach their full potential.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."

Kirsten Yurich, Executive Coach & Vistage Chair


Diverse team attends a meeting in their inclusive workplace

"Who and what is most important to you as a leader? Why does an 'inclusive workplace' matter to you? How would you know if you had one? Where do you feel included (where do you not feel included), personally?"

These are the questions I would ask any leader who wishes to have a more inclusive workplace. Words are labels. We must dive under the label and describe what we want, what we don't want, and what we would see and hear (maybe even FEEL) under each condition.

This reflective work is a prerequisite to implementing any program—especially an inclusion program. The steps of a program are less important than the WHY and the motivation for undertaking the effort. For instance, a CEO who begrudgingly carries out an inclusion plan to appease her board of directors will have vastly different outcomes than a small-business owner who invites employees into his office on a routine basis and solicits feedback about their experience as an employee.

Leaders make the weather. What weather do you create at work for those around you?

Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.

Michael Willis, Sports Business Operations Executive


Diverse coworkers/employees work on a project together in an inclusive workplace

What does inclusion in the workplace mean?

Inclusion in the workplace means ensuring every employee—from vast backgrounds and demographics—feels a sense of belonging and appreciation.

People of all different races, ethnicities, genders, and sexual orientations can work together.

An inclusive workplace makes space for the people who make up the workforce to celebrate who they are without ridicule or judgment.

Working at the NFL, particularly in New York City, I have been exposed to a wide range of diversity in the workplace. There are many races, ethnicities, and sexual orientations in the office, and the NFL does a great job of embracing groups of all kinds.

The NFL embraces heritage months and recognizes food cultures in the cafeteria. The league allows time off for employees to celebrate religious holidays and events.

We have a long way to go when it comes to this topic. But we can:

  1. Be Transparent – It’s tough to admit to their shortcomings regarding who should be included.
  2. Open Opportunity – Create a space where more than one person decides on promotions or opportunities for career training for advancement.
  3. Be More Empathetic – Everyone does not come from the same background and experiences as others. We should develop listening skills to understand what an employee has been exposed to.
  4. Communicate Regularly – Employees feel included when they feel heard. As part of your inclusion initiatives, encourage your team members to talk and engage with one another.
  5. Form a Diversity and Inclusion Team – Dedicate a special team that is made up of members who look like the organization. The team dedicates its time and effort to making workplace relations better. To stay accountable, this organization reports to members of the C-suite. This will bring priority and credibility to the company’s commitment to inclusion.
  6. Give People a Voice – Lastly, allow everyone to feel valued and part of something great. This will make a better employee.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive


Diverse leader and employees/coworkers discuss diversity and inclusion in the workplace

In today’s diverse and interconnected world, creating an inclusive workplace is the right thing to do and a strategic imperative for organizations. As a leader, you can shape the culture and dynamics of your immediate work environment. Promoting inclusivity can create a space where every team member feels valued, respected, and empowered. Here are various things I do to foster an inclusive workplace within my marketing department:

  1. Embrace Diversity: To foster an inclusive workplace, recognizing and valuing your department’s diversity is essential. Embrace the unique skills, experiences, perspectives, and backgrounds each team member brings. Celebrate differences and create a culture that appreciates the value of diversity in achieving team goals.
  2. Promote Open Communication: Effective communication is the core of building an inclusive workplace. Establish an open communication environment that draws upon each member’s strengths, creating a sense of belonging and inclusivity. Encourage team members to freely express their ideas, concerns, and perspectives without fear of judgment or reprisal. Actively listen to others and ensure that all voices are heard and respected.
  3. Lead by Example: Leaders play a pivotal role in fostering an inclusive workplace. Model inclusive behavior, demonstrate empathy, and actively engage with diverse employees. Foster a culture where individuals feel comfortable bringing their whole selves to work. Your actions will inspire others to follow suit, fostering a culture of inclusivity and creating a positive ripple effect throughout the organization.
  4. Foster Collaboration Across Teams: Encourage collaboration and knowledge-sharing across different teams within your department. Break down silos and promote cross-functional teamwork. This allows team members to interact with colleagues from diverse backgrounds and expertise, fostering a culture of inclusivity and collaboration. Encourage team members to reach out and seek diverse perspectives to enrich the problem-solving and decision-making process.

Fostering an inclusive workplace within your department requires conscious effort and dedication. Remember, building an inclusive workplace is a continuous journey that requires ongoing commitment and active participation from all team members.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

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Most people think of how diversity affects and benefits the team. Embracing diversity, equity, and inclusion (DEI) in a team is critical when fostering an inclusive and effective work environment. When we build diverse teams that value and leverage different perspectives, we drive better outcomes. The more homogenous the team is, the more “group think” you’ll potentially have—because the group has a similar thinking style. If you don’t have enough diversity, you’re more likely to be missing valuable perspectives. But when you have a diverse team, there will be perspectives that you may never have considered.

Not only does diversity (or lack thereof) affect the team, but that influence can be much further reaching and affect customer-facing products and services. How? By introducing biases (such as implicit/unconscious and conscious). If you have an unconscious bias, you’re more likely to make assumptions and assume that those assumptions are true when they’re not true. That bias can lead to marketing campaigns based on perceived customer preferences but reinforce existing biases and limit opportunities for your customers.

There are several biases that can influence how customer-facing products and services are designed, developed, marketed, and delivered, potentially resulting in unintended or unfair outcomes.

Types Of Biases


Cultural bias can lead to misunderstandings, miscommunications, or the exclusion of certain cultural groups. For example, if you’re meeting prospects, did you know that prolonged eye contact is a sign of disrespect in some cultures while people who don’t look into someone’s eyes are seen as being evasive in other cultures?

Language bias arises from differences in language, accents, or dialects. Language bias can impact communication, customer service, or product accessibility, leading to different treatment or exclusion of customers who don’t speak the primary language. For example, people who speak English have accents or pronounce certain words differently (especially regionally). How well does your voice response unit (VRU) interpret what is being said by your customers? If not very well, the customer could get frustrated if the VRU constantly misinterprets what they’re saying.

If you’re using technology to create or improve a business solution, make sure you understand the customers’ needs/wants including the associated data. Otherwise, you may inadvertently introduce data-related bias. There is a saying that data is not agnostic, so you need to know where the data comes from and what the limitations are. You’ve probably noticed that grocery stores (within the same grocery store chain) stock slightly different SKUs in different neighborhoods. If you don’t understand the targeted customers for each grocery store and properly analyze the data, you may have limited products leading to poor customer experiences.

Recognizing And Reducing Bias


Be conscious of your unconscious bias. When you’re aware of your unconscious biases and why you have them, it’s easier to notice when you’re acting on them.

So how do you recognize if there is bias? Start by examining the decision-making process for potential biases. Are there patterns of favoritism, or are certain groups consistently being overlooked? Are there patterns of differential treatment based on characteristics such as race, gender, age, religion, sexual orientation, or neurodiversity? Question the assumptions and consider alternative perspectives. Each person has a perspective based on specific knowledge which is shaped by our personality, background, and even our childhood. All of these things give us a unique and valuable perspective and make each of us different. Maximize different perspectives by having a diverse team.

Foster diversity, equity, and inclusion on your team and use it to their advantage. When you have a diverse team, there will be a much wider variety of perspectives. In addition, educate the team about different types of biases and raise awareness about unconscious bias and its potential impact on decision-making. When the collective team has a better understanding of what the various types of biases are, they have a better chance of recognizing and mitigating them when designing, developing, marketing, and delivering notable customer-facing products and services together.

For more information on the importance of a diverse team for notable customer-facing products and services, follow me on LinkedIn!

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Avis is one of the world's largest car rental providers, offering its customers control and personal touch during their car rental experience. Its convenient airport locations are the foundation of its business. If you've ever wanted to be an integral part of a company, working for Avis at its airport locations could be the perfect career for you.

Avis is dedicated to expanding on-demand mobility solutions and personalizing the customer experience. As a member of Avis's airport teams, you would play an important part in this mission as they handle everything from keeping the company's cars clean and well-maintained to making sure customers find the right vehicle and options for their needs.

Want to work for a company with an action-packed, high-energy workplace that values its employees? Avis might be the right company for you.

Here are three reasons to work for Avis at airports:

1. A Company Culture That Is Driven To Help You Be Your BEST


Avis understands the value its employees provide to the company through their talents, skills, and unique personalities. Its employees are the reason for its success, and that is reflected in the company culture.

Here are the four pillars of Avis's company culture that help you be your best at work:

Driven to be the best (together)

Avis provides an employee experience where you can be proud of your work, driven to be your best, and valued for who you are.

The will to win

Employees at Avis are motivated, so the company makes sure they feel they're in the driver's seat of their careers. If professional and personal development is your goal, Avis is a great fit because the company provides advancement opportunities and progression plans.

Development and progression

Due to advancement opportunities, progression plans, supportive managers, international opportunities, and a huge range of training, your professional and personal development will move a lot faster with Avis, resulting in a rewarding career journey.

Driver of future success

A big part of Avis's company culture is its mission to remove friction. At Avis, employees are encouraged to generate ideas that solve problems internally and externally for customers through state-of-the-art solutions.

2. A Focus On Diverse Hiring To Close Pay Gaps


Avis believes a diverse workforce means richer ideas and broader perspectives when considering the needs of its customers, stakeholders, and employees. Therefore, the company focuses on diverse hiring to close pay gaps and ensure the success of its business.

There are three key components of Avis's commitment to diversity, equity, and inclusion that help them attract and retain employees:

Recruitment

Avis makes sure that its recruiters have the skills necessary to understand and recruit diverse candidates. The company uses a partnership approach to send out roles to 600+ employment and diversity sites. It also proactively builds meaningful relationships with over 15,000 local diversity organizations.

Global Gender Pay Equity

To help guide the company and measure its progress toward its diverse workforce goals, Avis set a target of maintaining 100% gender pay equity at all levels of the organization by 2030. The company plans to accomplish this goal through "global compensation programs and policies to drive pay equity through standardized reward programs." Avis also uses global guidelines and standards to make compensation decisions for all new hires and promotions.

Employee Resource Groups (ERGs)

As an equal opportunity employer, Avis is proud to provide an inclusive workplace where employees can bring their whole selves to work. To ensure all employees feel valued for their uniqueness, recognized for their diverse talents, and have a voice, the company has created several ERGs. These ERGs advocate for equality and opportunities for advancement. They also help to "facilitate discussions around best practices and resources to promote more targeted cultural and racial understanding and diversity."

Other components of Avis's diversity, equity, and inclusion focus include its unconscious bias learning and awareness educational campaign and its commitment to supporting diverse suppliers.

3. A Variety Of Jobs In Airport Operations


One of the best reasons to work for Avis is for its variety of jobs. If you love everything you've heard about Avis so far, here is a list of some of the jobs in airport operations:

  • Mechanics & automotive technicians
  • Drivers
  • Shuttle bus drivers
  • Car cleaners
  • Rental sales associates
  • Rental store customer service representatives

Want To Work For Avis?


If you're interested in working for Avis, visit the company's careers page to learn more!

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Leveraging Your Team’s Differences To Bring Out The Best



You’re meeting with your team about solving a problem and want to make sure the problem doesn’t happen again. One person suggests a solution, but there isn’t a lot of conversation. You may have come up with a solution, but it may only fix a symptom or be a workaround. There should have been more conversation to make sure the team came up with the best solution.


The conversation must be constructive and respectful, specifically since some ideas will be more feasible than others. In order to have a meaningful conversation: 1) team members need to feel safe to express their opinion to the group; and 2) the team should consist of individuals who are well-versed in their area of expertise. I think there is also a third item: to have diverse individuals.

And when I say diverse, gender and race are just the first steps. I also mean national origin, sexual orientation, and all of the other characteristics that make each of us different. Each individual has specific knowledge and work experience, and it’s shaped by things such as our personality, background, and even our childhood. All of these things give us a unique and valuable perspective.

Even a mundane question like "How to eat the best bowl of cereal?" has more than one answer. Most people pour a bowlful of cereal then add milk. Some will pour the milk first and then add the cereal. And others will pour a bowlful with two different kinds of cereal or prefer to use almond milk. You may not have considered some of these ideas, but individuals can rationalize why their way is best. So, you should challenge your assumptions and thought process by listening to (and trying) various ideas before making a final decision.


It’s similar when trying to come up with the best solution for a problem or strategy/plan. The more homogenous the team is, the more “groupthink” you’ll potentially have—because the group has a similar thinking style. But when you have a diverse team, you’re likely to have more of an innovative brainstorming session. When you have a diverse team, there will be perspectives that you may not have considered such as:

  1. Specific areas of the state have inadequate internet bandwidth compared to other areas which would limit trying to run certain programs
  2. You’re expanding and want to market your product/service to a new target audience (who is currently underrepresented)
  3. Screen design that doesn’t accommodate individuals who are red-green colorblind or have other special needs
  4. Terminology or graphics in a custom user manual that could be offensive or misinterpreted
  5. You’re making a presentation to an overseas client, but are there potential cultural differences you should be aware of?

How embarrassing would it be if a customer pointed out a major flaw? Especially if it could have been avoided if there wasn’t “groupthink”? Initially, some team members may feel out of their comfort zone, but with each success, they’ll get into a groove. The team learns to appreciate the diverse ideas and perspectives being contributed and celebrates the uniqueness that each team member brings. They’ll ultimately have more innovative and productive discussions and develop well-thought-out solutions. The team will realize that diversity makes them stronger, and to hold the door open for the next individual.

For more information on the benefits of a diverse team, follow me on LinkedIn!

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Why Project Management Should Drive Your DEIB Strategy

DEIB programs are quite extensive and usually involve the entire organization. As such, companies can use project management teams to drive this initiative in an organized, consistent, and targeted way. The Challenges Of Implementing A DEIB Program Diversity, equity, inclusion, and belonging (DEIB) are definitely buzzwords that have been around for several years now. Companies have realized the many benefits […]

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Why Project Management Should Drive Your DEIB …