DEI is not about the training format, the consultants, or whether we find the work comfortable or not. It’s not about whether we see it as political or even about social justice. The real argument for diversity, inclusion, and especially equity, is embedded in the shifting demographics of our world and workforce.

In this three-part blog series, we invite you to understand the concepts and ideals of diversity, equity, and inclusion, beyond what the letters have come to invoke.

So let’s start with how we think about Diversity….

And let’s do so outside of the context off work. Just for a second.

A salad, as an example, is a great illustration of diversity.
Inside of one bowl you have green lettuce, red tomatoes, maybe colorful berries of some sort, red or green peppers and maybe some purple or yellow onion. All have different shapes, different textures, and certainly different flavors. Together, they make up a salad; alone pretty tasty but together….OMG! And this salad is healthier for you than a salad of made up of only one of those things, not matter how great it tastes by itself. It is the diversity of the salad that gives us the bounty of nourishment. And so while diversity has come to mean all kinds of things these days… some take offense to just the utterance of the word. Some believe its too political to fool with, Some like the concept but dislike what it takes to get there. For some of you, it might have felt like it's been forced down your throat. We invite you to think about diversity in a very simple, relatable, and benign way. It's just really about making the most healthiest salad you can.

So let's think about this salad at work and no, not in the context of lunch, but in the context of your company, department, division, or team.

Diversity is reflective of representation. Broad representation based on demographics and availability.

Diversity curiously surveys teams, departments, divisions and organizations.

It looks to the left and right and asks: Is there difference here and if so, where?

Diversity looks for who’s outside of your organization’s doors (available and interested in working by job group!) and compares that with who’s inside of your doors.

The Myth about Diversity: That it’s a distraction, a threat to quality and productivity. We’ve seen well respected corporate and community leaders blame diversity for corporate missteps and mishaps, leaving us, I suppose, with the argument that being one-dimensioned and homogeneousness is the answer. But that can’t be true, right? The answer can’t be, let’s just eat a bowl of tomatos or just lettuce! Diversity doesn’t mean an employer should act devoid of discernment in employment selections or wisdom in promotional decisions. It just asks that, in making those decisions, you look left and then look right.

The Facts about Diversity: Diversity is always better than the absence of it. Always! But don’t just take my word for it. As chronicled by the Harvard Business Review and the Wharton School, there are at least five quantifiable business outcomes associated with actively looking to the left and the right to assure “difference” is present at work:

1. Improved Financial Performance: Diverse teams can increase profitability. Studies show that companies with greater ethnic and gender diversity in leadership are 33% more likely to outperform their peers financially. Diverse organizations drive better decision-making and innovation, which directly contributes to profitability.

2. Increased Innovation: A diverse workforce fosters creativity and innovation. Teams that represent different perspectives are more likely to introduce novel ideas and solutions, leading to a 19% increase in revenue from innovation

3. Enhanced Decision-Making: Diverse teams tend to make better decisions. Companies with inclusive cultures experience a 60% improvement in decision-making capabilities, as varied perspectives lead to more well-rounded discussions and outcomes.

4. Improved Employee Retention and Engagement: Companies with a strong focus on diversity and inclusion see higher levels of employee engagement and lower turnover rates. Employees who feel included are 50% less likely to leave the company, reducing costs associated with recruiting and training

5. Better Customer Insights and Market Reach: A more diverse workforce better reflects a diverse customer base. This alignment helps companies understand customer needs and preferences more accurately, leading to an 8% increase in market share and broader customer reach

Diversity is a noun that must be actively sought after.

At Harper Slade:

We know the census data of the available and interested workforce for your company
We know the demographic (race and gender) and psychographic (what employees need to feel and experience) at work to ignite engagement trends that will compel accelerated employee engagement in and through your workplace
And we know what your supervisors and managers will need by way of support to make sense of it all

We are your trusted, grace-centric partner to help simplify (and demystify) becoming a multicultural embracing employer.

Why choose us?

We are great at making beautiful, edifying, and super satisfying salads!

Let’s start shaping your 2025 and beyond. Start here.

-Nikki Lanier