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Investing in Equity, Diversity and Inclusion (DEI) is no longer simply a gesture of goodwill, it has become a strategic imperative for companies wishing to prosper. The benefits of DEI go far beyond ethical objectives: attracting and retaining talent, stimulating innovation, and improving economic performance are now tangible results of an inclusive corporate culture. Yet convincing management to commit to such an approach can sometimes seem a challenge, especially when the benefits are not always immediately visible.
Step 1: Gather business arguments – DEI is good for business!
As all companies decide to invest in a new project when it makes sense for the business and/or mission, DEI can then become a strategic investment. The figures speak for themselves: companies with diversified teams are 35% more likely to outperform their competitors in terms of profitability. DEI is a lever for increased competitiveness and innovation. And rightly so, since DEI initiatives and the fact of having a multitude of viewpoints within one’s organization make it possible:
- Meet a broad spectrum of needs in global markets
- better understand consumer preferences
- develop products or services better adapted to different customer groups.
As an example, Air Canada recently invested in internal diversity programs, justifying the move by saying that “it is essential that the diversity of their customer base is reflected in their staff, and that diversity also enables them to better meet the varied needs and expectations of passengers.”
Investing in equity, diversity and inclusion is an economic necessity for modern businesses, especially in the context of labor shortages. And why? Because Generation Z, the next big wave of workers, is particularly sensitive to inclusive practices. When it comes to choosing an organization to work for, 82% of young people place a high value on diversity in the workplace. With this new generation representing over 20% of the global workforce, companies need to invest in attracting this talent. What’s the bonus? It boosts brand image, ensures representation of Gen Z and thus guarantees a diverse workforce, a recognized asset for encouraging innovation.
Step 2: Find allies – David vs. Goliath, avoid it!
At this stage, you’ve got the sales arguments to take to your management. That’s great! Now it’s time to prepare for a meeting.
When trying to convince your management to invest in DEI, the key is not to act alone. Nothing speaks louder than an internal coalition! Remember, it’s always easier to say no to one person than to ten. So start by talking to your colleagues, especially those who share your ideas, to form a group. This will amplify the scope of your discussions and demonstrate that this is not an individual request, but a shared will.
The aim is to identify people who have already demonstrated an interest or sensitivity to inclusion issues, whether through their participation in internal projects or their behavior in teams. Also consider involving formal and informal leaders, i.e. people who, without necessarily holding a management position, have a natural influence on their colleagues and are respected for their expertise or collaborative approach.
Step 3: we talk about what’s being done elsewhere, aka DEI at the competition!
Then, show your management that the competition is already on the move. Highlight the efforts of other companies in your sector who have publicly highlighted their DEI initiatives. Current events often give the impression that DEI is running out of steam and that organizations are moving backwards. But what if we were to tell you that it’s not quite that? We tend to remember the negative, but many, many organizations are investing in a more inclusive culture in Quebec! Here are just a few examples:
- The Treasury Board within the public service through equal access employment programs, which aim to regularize, within a reasonable timeframe, recognized inequities in employment.
- Hydro-Québec received the Pour un Québec sans racisme 2023 award from the Minister responsible for the Fight against Racism in recognition of their Programme d’intégration de nouveaux arrivants et arrivantes (PINA). The organization also offers internal affinity groups for people from ethnocultural communities, LGBTQ+ people and female leaders.
- The Jean Duceppe theater company, through its DEI approach, offers annual auditions that open the way to new talent from diverse backgrounds and for its Duceppe laboratories project, and contributes to democratizing access to theater and culture through dialogue and openness.
- Energir has revised its recruitment process to improve the representation of women in a non-traditional occupation and the use of video vignettes promoted on social media to attract potential female candidates.
All it takes is a little research among competitors in your sector to find examples of possible initiatives… and we assure you, they’re everywhere!
DEI is gradually gaining ground
In short, to convince your management to invest in DEI, it’s essential to demonstrate the tangible benefits it brings to the business: talent attraction, increased innovation and economic advantage. But more importantly, you need to mobilize the right people internally, and keep a close eye on what your competitors are doing. DEI isn’t just a trend; we all have the right to work in an inclusive and safe environment!
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