equity, whether it is for showing homes in different neighborhoods across your city (or or encouraging real estate
partners to do so) and encouraging your team to get
involved in community outreach initiatives that support underserved markets. According to Deloitte.com, 83 percent
of millennials are engaged when they believe an organization fosters an inclusive culture.
Note: If your diversity and inclusion content falls short
of reality, your employees will make it known—if not
privately to you, then through other, more public channels.
Your employees are your company ambassadors—if they
speak poorly of your culture, people outside of the company will find out soon enough.
Implement Diversity Metrics to Measure Progress
I have seen many ways to measure diversity and inclusion. Some even include mathematical equations! However,
we are talking about people. You cannot measure humanity
through math. You can create employee engagement sur-
veys, focus groups, and an environment where people will
speak freely without fear. By focusing on people instead of
programming, you affect your organization organically. I am
not saying that programming doesn’t work, but I have seen
companies put too much time into programs that don’t
2) DIVERSE WORKFORCE
People are the key to building an inclusive culture.
The demographics are changing. You cannot keep pulling
from the same talent pool of your network of colleagues,
which often results in a monolithic demographic. In the
next twenty years (or fewer), people of color will be the
majority and with that comes a diverse customer base
with changing preferences. Hiring diverse employees will
help immensely in this area. They will draw upon their own
diversity for a diverse clientele and will understand cultural
nuances that can support your strategy.
3) ATTRACTING DIVERSE
Your customer base is changing as rapidly as your
employee base. Are you ready for what’s next? Does
your marketing material reflect the changes? Do you have
bilingual representatives? Is your messaging inclusive, or are
you alienating particular groups? Be unconventional. Look
beyond traditional advertising venues to attract your clients
and consider partnerships with community leaders and
organizations within diverse markets. Go beyond sticking
multicultural families in your brochures. You need a pres-
ence in diverse communities to gain new clients.
Once diversity and inclusion is woven into your company’s operational fabric and your own personal habits,
you will begin to see growth in your company and, more
importantly, see positive change in our communities.
Risha Grant is a diversity and inclusion consultant and
the author of That’s BS! How Bias Synapse Disrupts Inclusive
Cultures and the Power to Attract Diverse Markets.
Email her at firstname.lastname@example.org.
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