Purple Ink’s VP of Talent Strategy and Success, Jeremy York, explains why DEI isn’t just the right thing to do – it’s also good for your bottom line.
This transcript was created using an automated transcription service and may contain errors.
One of the things that we value most here Purple Ink is diversity. Why? Well, one, it’s the right thing to do be accepting of other people and, you know, their differences as well as their similarities that they have with us.
And two, it’s because we understand the immense impact that diversity, equity, inclusion, and belonging has on an organization’s people and its bottom lines. Did you know that organizations who have a dedicated diversity, equity, inclusion, and belonging strategy and program in place, those organizations outperform others by about 25% on average? That’s huge. Huge numbers.
You know, people want to feel comfortable at work, they want to feel like they have meaning in their job, and that an organization accepts them for who they are and what they’re able to bring to work, for all the things that make them them. They want to have their authentic… want to have their authentic selves be able to show up at work every day when they come in there. They want to be free of any type of ridicule or bullying, just where they can add value and be a part of the team.
You see, when organizations value differences of its people, – right? – it shows in how they treat one another. It shows in how they problem solve. It shows in how they collaborate. It shows in how they can innovate. And these are all the things that make an organization attractive, really, to other people, right? To the best and the brightest, which we’re all trying to get to come in and work for us. Right? And so that affects just how we should market ourselves, how we reach out to other people, how we interact, and let people know that, hey, there is a level of acceptance here, we like people that are different.
You know, a commitment to diversity, equity, inclusion, and belonging helps organizations really communicate an inclusive message, say, hey, you know, we want you just the way you are, because we value you for who you are. You know, when employees feel good about their work, as well as where they work, it keeps them around, it impacts their attention, their loyalty to the organization, their dedication, you know. It helps reduce our turnover. It helps with performance issues, because people want to work through them, want to solve them. And it helps us just be able to be better all the way around because we get to learn from different types of people. So we know that diversity is important, and especially in this market, which is so difficult and challenging for us right now to get good people to come work for us.
So what is that business case for diversity? Well, it’s about being able to get people to come work for you, to be dedicated because you value you value them for being an individual. That is the business case for diversity.