Simone Sloan, DEI Consultant

For several years, our marketing and communications department has worked with Simone Sloan, a DEI consultant and the CEO of Your Choice Coach. Michelle Galindez, our director of marketing and communications, recently sat down with Simone to ask her some questions about the benefits of DEI programs and the best ways to effect meaningful change in today’s environment. Below are highlights of the discussion:

MG: A 2020 report from McKinsey & Company said, “progress on inclusion and diversity could slow down during and after the crisis unless companies consciously focus on advancing diversity and fostering inclusion.” Do you believe that progress slowed down?

SS: In the past two years, the approach to diversity, equity, and inclusion (DEI) has changed and continues to evolve. I have seen a renewed impetus for leaders to reflect and re-evaluate their organization’s DEI programs and strategies and their overall culture. One of the key drivers within the past two years has been a bottom-up push advocating for change. I have also experienced younger leaders proactively seeking out approaches to be better leaders with their teams. These younger leaders are ready to roll up their sleeves and invest resources and time in a DEI program. They are also more curious about building a culture of inclusion and embedding diverse and equitable practices in their organization.

I do not think progress overall has slowed but there are industry laggards who may not understand the value of having a diverse workforce and creating an environment where people feel included. I point to the next group of leaders, Gen Zs, who are a more racially and ethnically diverse population than previous generations. In addition to being more diverse, many are gender-fluid and digital natives. They have strong values and want to work for companies that have a clear purpose. For this generation, when they choose to work for an organization, the expectation is that the organization will ensure they feel valued, respected, welcomed, and heard. The expectation is that the company will take a bold stance on social justice issues and will be a good steward of the environment.

MG: Now that the pandemic is waning, what should companies be doing to keep the DEI momentum going?

SS: COVID-19 and the events that followed have wreaked havoc on employees' mental health. People have experienced burnout and some forms of trauma. Organizations cannot ignore these issues because they impact performance and productivity. These are all diversity issues, people issues. It is in these times when employers need to show up for their people and when employees need to feel empowered to advocate for themselves and their teams and create an environment of support for each other.

Whether you are working remotely, in a hybrid environment, or in-person, inclusion matters now more than ever. DEI is not about saying the right thing, making empty promises, or being performative, it is a continuous active process that needs to be nurtured.

As it pertains to momentum, for me, it means going below the surface to have impact. When the camera/spotlight is turned off, what are organizations engaged in? For example, June is Pride month. It is less about posting a Pride flag once a year and more about an approach to understand the issues that are prevalent in and a priority to these communities. If you stood with the black community during #BLM or the Asian community #APPI, make an effort to evaluate the suppliers/vendors with whom you choose to partner. What percent are diverse suppliers? Develop a strategy to include diverse suppliers as part of the organization’s vendor/partner strategy. Take it one step further and measure the impact that hiring these diverse suppliers is having in these communities. To keep DEI momentum going, companies should take a consistent pulse of the workforce and develop a hiring strategy that is sustainable and aligned to their values.