As job opportunities arise and the world recovers from Covid-19, more and more companies are creating perhaps the most important role: Directors of Diversity. As the world faces major social and political changes, so does company culture. The number of Diversity Officers is on the rise, today nearly half of S&P 500 companies employ diversity officers, and PRISM is joining the movement.
In the last year, PRISM has created their own diversity and inclusion program: I.D.E.A. Inclusion, Diversity, Equity, and Awareness.
“IDEA aims to create a more inclusive and diverse environment in both the organization and Virginia Tech,” Justin Rocha said, leader of PRISM’s IDEA “Through initiatives like social campaigns, thought leadership, workshops and collaborations with other organizations, IDEA will be a resource for promoting its four pillars: Inclusion, diversity, equity, and awareness.”
Many companies are instilling diversity and inclusion programs like PRISM’s IDEA, others more well-known under the term DEI, which stands for diversity, equity, and inclusion. These programs include variables such as race, ethnicity, gender, religion, and sexual orientation.
The greater the representation, the higher the likelihood of outperformance due to the expansion of experience, the broadened level of knowledge, and insight into a company’s decision-making process. Instilling a company wide diversity program is a fantastic way to leverage the strengths of a diverse workforce. Therefore, including DEI and Directors of Diversity in the workforce can transform company culture.
“The more diverse your team is, the more perspectives your company is covering, which allows you to have a more holistic approach in developing your marketing strategy. You’re ultimately doing your product/company a disservice if you’re only speaking to a select group of people, and Directors of Diversity/DEI teams allow teams to perform at their highest standards,” said PRISM and Virginia Tech alumni Sandy Bass, now a Digital Marketing Manager at Warner Bros Studios.
A diverse and inclusive workplace makes everyone, regardless of who they are, feel equally involved and supported in all areas of the company. While it leads to a more established company culture and a more inclusive work environment, diversity and inclusion also leads to higher revenue growth, greater readiness to innovate, and a 5 times higher employee retention rate. This may be due to the fact that hiring a Director of Diversity opens up conversations that were previously avoided.
“From my experience with being on the Board of Governors for the Human Rights Campaign, I’ve seen a dramatic shift in how diversity, equity, and inclusion are primary points of the conversation since they hired a team dedicated to DEI initiatives. These factors play into every conversation rather than just being an afterthought or a box that’s being checked. It’s crucial to be mindful of the fact that individuals come from different backgrounds and experiences, and that ultimately impacts perspective and how they interact with other team members,” Bass said.
Another key factor for including diversity leaders is instilling an effective complaint system. Research has shown that those workers who do complain about discrimination and harassment in the workplace are more likely to face career challenges than those who do not, pointing out a major flaw in the system.
By employing an Officer for Diversity and Inclusion, companies can avoid this flaw altogether. A Diversity and Inclusion Officer is there to investigate all discrimination complaints as well as support employees that come forward with complaints, or those who are seeking impartial advice to resolve conflicts involving discrimination or diversity-related issues. Addressing discrimination in the work place is crucial to maintianing an atmosphere of respect, and in turn, encourages employees to work together.
“DEI shouldn’t be an afterthought, but instead, it should be something to consider when discussing audiences, developing strategy, crafting messages, supporting team members, and setting goals for the future. When businesses don’t have individuals/teams dedicated to the DEI discussion, they are limiting perspective and essentially operating with blinders,” Bass said.
PRISM is proud to join so many companies on their mission to establish Diversity and Inclusion in the workforce.