Tag Archive for: diversity

Ticket to Work: A DoverStaffing Program

Achieving workplace diversity requires long-term commitment, an alignment of company values, and an investment in the right partners. The Ticket to Work program is led by the Social Security Administration (SSA), but it’s through the help of industry leaders like DoverStaffing that the principles are being instilled in today’s workforce.

What is the Ticket to Work Program?

The Ticket to Work program launched in 2002 and has since seen more than 1.5 million participants. However, while the SSA administers the program, they rely on partners such as DoverStaffing to offer the associated training, counseling, referrals, and supporting services.

The two types of providers that partner with the SSA for the Ticket to Work program include employment networks and vocational rehabilitation agencies. DoverStaffing falls into the employment category, helping the SSA to achieve the program’s goals of:

  • Helping people with disabilities return to the workforce.
  • Supporting financial independence amongst individuals.
  • Providing ongoing training to prepare participants for their desired roles. 
  • Offering career advice, workplace support, and job placements to participants. 

Who Should Join The Ticket to Work Program? 

Participation in the Ticket to Work program is not required just because an individual has a disability and is seeking employment. Rather, the Ticket to Work program is a free and voluntary opportunity for people with disabilities who wish to position themselves for a fulfilling career. 

The SSA has minimal eligibility requirements for the Ticket to Work program. To participate, an individual must be: 

  • Between the ages of 18 and 64.
  • Receiving Social Security Disability Insurance (SSDI) or Supplemental Security Income (SSI).

Many individuals who participate in the Ticket to Work program can even keep receiving their healthcare and disability benefits as they complete training and work on transitioning into a new position. 

The Benefits of The Ticket to Work Program

Designing an inclusive workplace means leveraging the unique skills of every individual, which is why the Ticket to Work program is so valuable. “Unlocking fulfilling work opportunities for people with disabilities is one of the greatest commitments of DoverStaffing and the employers we partner with,” says Sanquinetta Dover, the founder of Dover Solutions.

One of the primary benefits of the Ticket to Work program offered by DoverStaffing is that our services extend beyond the training program. With our other verticals, such as DoverStaffing, we’re able to train people with disabilities and help them network with potential employers, find job placements, and ultimately achieve the perfect workplace match.

Likewise, through DoverStaffing, we work with companies seeking to fill positions. We can look at our Ticket to Work participants and other trainees to discover the best-matched talent for a given role. Simultaneously, we can support diversity and inclusion (D&I) goals while also giving employers exclusive access to talent that may not yet be searching for positions on their own. 

As a result, both participants and employers benefit significantly from the Ticket to Work program because it:

  • Helps people with disabilities find their talents and passions so they can leverage their skills and enter into a fulfilling career while giving them the chance to work towards financial independence.
  • Supports workplace D&I initiatives by allowing employers to tap into a network of qualified individuals yearning for a position at their company.
  • Improves placement success for both employee and employer through ongoing workplace support and training. This can reduce training costs and help employers build their teams for the long term. 

Participants can stay in the Ticket to Work program for up to seven years, and DoverStaffing is committed to long-term support for employees and employers alike. Together, we can help your company grow its team with great talent while we work to create a more inclusive and diverse workforce. 

Leading The Way with New D&I Initiatives 

Ultimately, the Ticket to Work program from DoverStaffing represents a win-win scenario for people with disabilities hoping to achieve greater independence and for the employers who are fortunate enough to realize their value in the workforce. The question is, whom do you partner with?

At DoverStaffing, we are committed to closing the skills gap in the workforce while helping to create a diverse talent pool by providing training and resources to passionate individuals regardless of physical/mental ability, race, age, or work history.

Likewise, we are enthusiastic about supporting employers working diligently to ensure that they have an inclusive workplace and build a culture around the diverse individuals who help them grow. With these verticals combined, we strive to be the best resource for trainees, employers, and the industry at large as our nation progresses on the path to inclusivity. 

Are you interested in learning more about the Ticket to Work program and the role of DoverStaffing in helping employers achieve their diversity and inclusion goals? Reach out to our team today. 

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How Inclusive Is Your Workplace? A Business Leader’s Guide to Diversity

As business leaders take active measures to incorporate Diversity, Equity, and Inclusion (DE&I) initiatives into daily processes, workplace inclusivity is on the horizon, but we’re not quite there yet. Aside from human bias, organizations must continuously evaluate elements like internal practices, hiring processes, and messaging so they can identify room for improvement and come up with a plan of action. 

Inclusivity is recognized as a significant driver of positive business outcomes, so these changes are worth pursuing. With a diverse workforce, companies stand to benefit from new perspectives and more engaged employees, all while gaining the opportunity to work with the best talent in the labor market. So, how does your organization stack up when it comes to inclusivity? Check out this overview of the top five characteristics of an inclusive workplace to see where your business shines and where there’s opportunity for improvement. 

Employees Feel They Belong

A sense of belonging drives employee loyalty and satisfaction, but it means more than having their photo on the team’s wall. “The only way for companies to create a sustaining sense of belonging is to really listen,” explains Sanquinetta Dover, founder of DoverSolutions.

When employees feel that their employer values their opinions and knowledge, their mindset shifts from I’m working for you to I’m working with you. One way to work toward this is through surveys on workplace satisfaction, but employees need to feel heard on a regular basis.

Including employees in meetings, having management take time to talk to them face-to-face, and ensuring that all employees can offer input for big projects and initiatives are just some ways you can show that you value employee opinions.

From there, you can cultivate a sense of belonging by acknowledging ideas, praising individuals, and consistently showing appreciation. Employers should also try to strengthen the workplace community through social events and collaborative processes.

Collaboration Is Encouraged and Facilitated 

Collaboration helps businesses accomplish more by breaking down silos and enabling different teams to work together effectively. In a truly collaborative workplace, there is little workday separation between one department and the next. All teams can communicate, share ideas, and help one another without feelings of frustration, delays, competition, or awkwardness. 

In a siloed workplace, there’s no cross-collaboration until it’s critical for a big project. Because the teams only communicate during times of necessity, the interaction feels forced, and individuals sometimes aren’t as creative or efficient as they’d like to be. Communication didn’t exist before that project, and it will probably disappear when the project is over. That is the opposite of inclusivity. 

Truly collaborative work environments don’t just enable easy communication — they encourage it. Facilitating collaboration means creating a culture where employees feel equal, valuable, and like everyone is accessible. Encouraging casual social interactions at work is one way to help melt away that awkwardness and standoffishness that can occur when teams don’t interact often.

There Are Programs to Support Growth

Inclusivity in the workplace isn’t just about whom you hire or how you treat them, but how you support people in different roles to achieve their goals and dreams. Leaders sometimes fear providing too much support for employees because they don’t want talent to grow so much that they leave the company. 

In truth, offering support for your employees will make them feel respected and valued in a way that increases company loyalty. Some employees will eventually leave if they run out of challenges at your workplace, but that’s inevitable whether you’re helping them grow or not. Ultimately, you will only benefit from employee growth.

Offering opportunities for learning and development means that you can nurture your talent to become even better. This helps individuals feel that their strengths and aspirations have been recognized and acknowledged by the team and improves their sense of individuality in the workplace. 

Each Person Is Valued as an Individual

Belonging and connection are often discussed as fundamental principles of a positive and inclusive work environment, but a sense of uniqueness is also crucial. “In an attempt to make everyone equal, companies often make the unintentional mistake of assimilation. When you fail to acknowledge and leverage each individual’s background, strengths, and goals, you devalue the entire team,” says Ms. Dover. 

Showing that you care about each employee’s knowledge, experiences, and dreams is not easy, but it’s something management should strive to accomplish with each workday. L&D resources and internal sourcing are significant steps in the right direction. You can also show how you understand an employee as a person through daily interactions and conversations. 

Inclusivity Is Part of the Business Strategy

One of the biggest mistakes companies make is failing to identify why inclusivity is so important. It’s the right thing to do, but figuring out how to strategically align it with business outcomes, both internally and externally, is crucial to success.

Inclusivity requires something different of each leader, manager, and employee. As such, each needs to understand what inclusivity means to your company and what their role is in achieving it. The question is, where do you begin? Many resources can guide your strategy and support your goals, including our full-service staffing firm DoverStaffing.   One of their many programs that is a great resource is the DoverStaffing Ticket to Work Program.  Ticket to Work Program assists those with disabilities of any kind, to receive the help they need to get back in the workforce. This can be any support they need whether it is for the betterment of their current employment or to become financially independent.  We will examine in more detail the Ticket to Work Program in a future article.

Ask DoverSolutions for help in making your workplace more inclusive and unlocking the benefits of an effective DE&I strategy. 

 

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Want a Diverse Workplace? Incorporate These Practices Into Recruitment and Hiring

When it comes to workplace diversity, the numbers tell the story. According to a report from Fundera, 57 percent of employees believe that their company needs to do more to increase diversity, while 41 percent of managers claim to be “too busy” to implement diversity and inclusion initiatives. With numbers like these, perhaps it’s not surprising that, according to the same report, African Americans are 50 percent less likely to get second interviews compared to white candidates, and fewer than 8 percent of Fortune 500 company CEOs are women.

Yet the same research also reveals that an impressive 85 percent of CEOs who do practice recruitment diversity are seeing increased profits, while companies that hire equal numbers of men and women are earning 41 percent more revenue. Despite this proof of profitability, however, many companies still aren’t getting the message; and it’s not only affecting their profits, it’s also hurting the community at large.

Businesses and recruitment diversity 

It’s an unfortunate fact that cultural and gender bias — whether conscious or unconscious — is prevalent in all walks of life, including recruitment and hiring practices. That’s why it’s vitally important for employers to take active measures in combating this bias by implementing more inclusive procedures in hiring and recruitment.

A survey from the Society for Human Resource Management (SHRM) reveals that 87 percent of participating businesses say that they track workplace diversity at least once annually. But the question remains: Are they using the resultant data to create a more inclusive workplace? The same study shows that a staggering 58 percent of these businesses still don’t recruit from non-traditional colleges or culturally diverse geographic locations, and 32 percent of these companies won’t even encourage open conversations about recruitment diversity. Clearly, there’s a certain level of awareness about the importance of inclusive hiring, but this awareness is coupled with an even larger degree of inaction and indifference for many businesses.

How you can create a more inclusive workplace

If you’re a CEO, business owner, manager, or HR professional, here are five ways you can make your company’s recruitment and hiring practices more inclusive. 

  1. Post recruitment ads in culturally diverse demographic areas 

By posting your recruitment ads in areas where a more diverse population can see them, you’ll be reaching out specifically to groups that you’ll want to include in your workplace. Target areas for recruitment diversity can include: 

  • Black colleges and universities 
  • Women’s colleges and universities 
  • Local retailers and other businesses in diverse neighborhoods
  • Cultural organizations (such as arts, entertainment, and educational centers) that celebrate diversity 
  1. Create job postings with inclusive job descriptions

The language you use in your job postings can significantly impact the diversity of the candidates who apply. Your job postings should include language that clearly outlines your commitment to inclusive hiring practices. In addition, each job description should avoid gender-based terminology, including nouns and adjectives that are typically perceived as resonating more with one gender or the other. According to augmented writing software firm Textio, when Expedia posts jobs written entirely in gender-neutral language, those jobs are filled eight days more quickly.

  1. Set up at job fairs in culturally diverse locations  

Local job fairs in more inclusive neighborhoods can be a valuable resource for qualified new hires who can diversify your workplace.

  1. Post relevant examples of diversity on your company website

Ask your staff members if they’ll allow you to take their photos while they’re on the job, and place these where they can be seen on your web pages. Be sure to include images that showcase employees of different races, genders and physical abilities performing in responsible positions.  

  1. Standardize your job interviews

Research conducted by the Harvard Business School shows that a standardized interview, with the same questions presented in the same order for everyone, reduces bias and directs the focus where it belongs, on qualifications and job performance.

According to Dover Solutions founder and CEO Sanquinetta Maria Dover, an all-encompassing job placement plan that includes diversity is key to professional success. As a career training and staffing entrepreneur with more than 30 years of experience, Ms. Dover believes that workplace diversity is more than just a discussion — it’s a vital practice essential for every company. It’s also a critical part of her “positivity approach” that embraces the uniqueness of every job candidate. 

“It’s so important to look for that ‘seed of positive’ because it is there waiting to be nurtured and watered, so it can grow and blossom into its full potential,” she says. 

Toward that end, Dover Solutions is dedicated to training employees in advancing their skills to achieve better career opportunities and goals. “We place people in great jobs and look for great earning opportunities so that they are positioned well,” Dover says. “I’m happy that my company is a part of that.”

Dover Solutions can provide your company with qualified staff to meet your workforce needs. Each candidate is thoroughly screened and prepared to bring optimum efficiency and workplace performance to your business. Plus, Dover Solutions can train and up-skill your current workforce so you can achieve more productivity and success.

If you’re ready for business solutions that can take you to the next level, contact Dover Solutions to learn about our comprehensive roster of advisory and staffing services. Be sure to look for our next feature in this series, where we’ll discuss what business leaders can do to assess and promote more workplace diversity.

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Top 5 Ways Employers Benefit from a Diverse Workforce

Diversity in the workplace isn’t just desirable – it’s essential for businesses that want to succeed. In our second article exploring the many facets of workplace diversity, we’ll examine some of the key benefits of employing people from a wide range of backgrounds. Filling your company with similar perspectives from similar roots only creates an echo chamber. Here, we’ll look at how different voices empower your business to deal with future challenges, plus some of the positive financial implications such as diversity incentives.

Here are the top five reasons why that process is vital for modern businesses that genuinely want to create an inclusive and profitable workplace.

  1. Increases Creativity and Problem Solving

Whether your company creates mobile apps or designs clothes, creativity can only go so far without a variety of different perspectives. An inclusive workplace that encourages hiring from all backgrounds means you’ll have a range of points of view for all situations. Sometimes employees from diverse backgrounds will look at an idea and say, “No,” or, “Maybe it will work better this way,” — and that’s great. People from different cultures respond to things in different ways. Women may notice sexist language that men may have missed. Trans individuals often have a unique perspective missing in workplaces that don’t often have trans employees. Autistic employees can help ensure products are suitable for neurodivergent people, while employees with a range of disabilities can fight ableism and ensure accessibility for all. Hiring more Black, Latin, or Asian employees doesn’t just hit diversity targets; it brings a wealth of experience from potentially vastly different backgrounds and upbringings.

Why is this important? Because without all these different voices telling a business how their product or service will be received, the audience for that product cannot grow at any speed. A varied panel can help tailor products to be more appealing to a much wider demographic and market.

  1. Creates a Great Place to Work

If businesses want their employees to enjoy coming to work (which is key for productivity), they must ensure their workplace is inviting and feels safe. That means addressing issues like sexual harassment and casual, everyday sexism, ensuring racism is dealt with, and creating a welcoming environment for all employees. Inclusive hiring practices promote workplaces that work for everyone. That might mean settings aside space for a prayer room for religious employees or a quiet room for autistic employees. The more preemptive, positive adjustments an employer makes, the more employees will share their stories of how great it is to work there.

  1. Fosters Better Business Decisions

According to research by Deloitte, businesses that actively support creating an inclusive workplace could increase their innovation by 83%. Similar research by Cloverpop backed this up with an apparent direct link between geographically diverse people and decision-making. In other words, hiring people from different neighborhoods across a city or state vastly improved businesses’ decision-making abilities. In fact, companies with employees from a diverse range of age, gender, and backgrounds made better decisions about business matters up to 87% of the time.

  1. Improves Brand Reputation

Having an inclusive workplace doesn’t just keep employees happy. It improves a business’s reputation among its consumers and stakeholders, too. It’s vital for companies to remember that they exist in a global and digital market where everyone has access to news, facts, and figures about any company they want to research. A new report from PRI, the Principles for Responsible Investment, suggests that diversity and inclusion are human rights issues and encourages investors to focus on diversity when choosing a company in which to invest. Embracing inclusion and diversity as core organizational values creates a positive ripple effect into all aspects of business life.

  1. Financial Diversity Incentives

Employers who keep their fingers on the pulse of hiring policies should already know that the American government offers some significant financial diversity incentives. While our other reasons are compelling from the point of view of business longevity and growth, immediate financial rewards could encourage many businesses to review their hiring processes immediately.

Businesses could be eligible for tax credits for hiring veterans who have served in the armed forces or hiring people with disabilities. Each of these types of tax credits comes with various exemptions. For example, a veteran must have been unemployed for over four weeks but less than six months at the time of hiring or in the year preceding that. Disabled access credit applies to businesses that actively provide access to work for people with disabilities. The work opportunity tax credit applies to companies that hire qualified employees from particular groups, such as those who have previously experienced long-term unemployment.

There’s a misconception in some businesses that hiring returning citizens or those with a criminal record is a risky idea. However, many people who have been through the justice system have numerous skills to offer employers, including creativity, problem-solving, or an in-depth knowledge of underserved communities. Likewise, other members of disadvantaged populations such as those with no formal qualifications could bring intuition, instinct, and determination to roles where on-the-job training is more vital than academic accolades. 

Now you know the top benefits of diversity in the workplace, but how do you go about ensuring your hiring policy is inclusive and up to the challenge? That’s what we’ll be exploring in our next article, to help your business make the right hiring choices every time. As Dover’s founder, Sanquinetta Dover, says, “Diversity and inclusion in any workplace isn’t a clear-cut destination. It’s an ongoing process that employers have to commit to.” If you want more information on making your own commitment to this process, reach out to Dover Solutions.

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Diversity in the Workplace: More Than Meets the Eye

Workplace diversity has become the standard for excellence for companies nationwide. And as ethnic, racial, socio-economic, and gender demographics continue to shift in the U.S., it’s more important than ever for companies to implement diversity protocols in hiring staff and management. However, for many employers, the phrase “workplace diversity” can lead to confusion as businesses grapple with its implications and relevance in their industries. Businesses eager to thrive and embrace workplace diversity may be unclear about what it actually entails, how it relates to workplace inclusion, and how to create a company culture that embraces both. 

In this article, we’ll explore the all-important questions of what workplace diversity is, how it affects your business, and how you can create a genuinely diverse, inclusive workplace.

Defining Workplace Diversity

The U.S. government’s Non-Discrimination Statement and Policy makes this clear and powerful statement: “The United States Government does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.” This covers much ground, and leaves little room for misinterpretation in doing so. In this way, the statement captures the heart of diversity: A group of people who reflect the whole of the society where they live and work.

As is clear from this definition, diversity and inclusivity aren’t just about markers such as race, ethnicity, and gender. They also involve gender identity, sexual orientation, national origin, military status or service, socio-economic background, marital status, political affiliations, levels of ability/disability, and other factors that can lead to discrimination.

While real strides have been made to create greater workplace diversity in recent years, studies show that it’s still not enough. A recent report from accountant firm PricewaterhouseCoopers showed that, while 87 percent of organizations participating in their survey believed that inclusion and diversity were top priorities, only 10 percent of them had met company goals in this area.

Are Diversity and Inclusion the Same Thing?

The terms “diversity” and “inclusion” are sometimes, and erroneously, used interchangeably. While the terms go hand-in-hand, each has its own distinct and vital place in the workforce. And for diversity and inclusion to reach their greatest potential, employers must understand how these words are different and why companies should focus on both.

Essentially, the word “diversity” indicates the workforce makeup, while “inclusion” refers to the steps and actions being taken to ensure that diversity grows and prospers within the workplace. Inclusion is the result when diversity is successfully implemented and optimized. When diversity exists without inclusion, this can produce a workplace where people from various ethnicities, genders, backgrounds, and abilities are employed, but may not be granted promotions or equal opportunities to work to their full potential in the company. In a truly diverse working environment that encourages inclusion, everyone’s contribution is enabled, utilized, and valued equally. 

Creating an Inclusive Workplace

Here are several hiring strategies that can help you create a genuinely inclusive workplace:

  1. Use software tools that test job candidate skills anonymously.

A number of software tools, including Vervoe and Toggle Hire, allow you to appraise a candidate’s skills and eligibility without identifying their name, age, race, or ethnicity. Other tools like Predictive Index help reveal diversity gaps within your company and fill these gaps with qualified individuals.

  1. Create job descriptions with inclusive language.

Your job descriptions should make it crystal clear that everyone will be equally evaluated and, if hired, will be given equal opportunities within the role.

  1. Include minority groups in your marketing and advertising.

Target your hiring ads so they’ll reach people in minority groups. In addition, you can seek out culturally diverse candidates through sites like LinkedIn.

  1. Get advice from minority organizations.

Partner with minority organizations in your community and regularly consult with them on how to make your workplace not only more diverse but more inclusive as well.

 

A Diverse Workplace Makes for a Successful Business

The advantages of greater workplace diversity and inclusion are already well-documented. A recent report from tech talent provider Built In indicates that 48 percent of the Generation Z population identifies as a racial or ethnic minority. For companies to stay relevant and competitive, it’s essential to fulfill workplace diversity standards to attract and retain vital new talent. The report also highlights that employers who implement diversity protocols in staff and management typically see a 2.3 greater cash flow per employee. Likewise, a study from the Harvard Business Review shows that these businesses generally see a 19 percent increase in revenues.

“Diversity is a wide umbrella, “says Dover Solutions founder Sanquinetta Maria Dover, “and the more we recognize the breadth and scope of what a truly diverse workplace is, the greater the advantage to our businesses and our communities.” As a proponent of diversity and inclusion, Ms. Dover leads her organization in helping employers embrace inclusive hiring practices, and employees advance their skills to connect with greater opportunities.

Contact DoverSolutions to learn more about our innovative human capital management consultation services, staffing services, and training opportunities. And be sure to read our next article in this series, where we’ll talk about the many ways employers can benefit by hiring and retaining a diverse workforce.

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Diversity is Not Just a Discussion

Over the last few years, we’ve seen many companies start to take diversity and inclusion in the workplace more seriously. Of course, we all know why these values are so important to address and implement in the workforce — but why is the focus so crucial now more than ever?

With the power of the internet to make knowledge more widely available and the ability to view mass media from all over the world, people are starting to see through companies who “talk” a lot, but don’t necessarily “walk the talk.” On June 17, 2021, Dover Staffing hosted a webinar to explore this topic by taking a deep dive into the priorities, opportunities, and challenges that diversity creates for the workplace.

To facilitate this timely conversation, we heard from our host, Sanquinetta Dover, Founder and CEO of DoverSolutions; panelist Ingrid Watkins, CEO and Chief Diversity Strategist at IW Consulting Group; panelist Veronica Maldonado Torres, President and CEO of the Georgia Hispanic Chamber of Commerce; panelist Adam Moore, VP, Director of Supplier Diversity for Truist Bank; and moderator Roz Lewis, President and CEO at The Greater Women’s Business Council.

 

How can diversity give companies a competitive advantage?

More and more companies are seeing how diversity drives better results and more purpose-driven employees. Companies must understand that being intentional with hearing from different employee perspectives is crucial to creating game changing products and services. Seeing through the lens of diversity creates a sustainable, growing enterprise and is instrumental in talent search as well.

Diversity and inclusion are also key in branding in today’s day and age. We are learning that younger generations are not brand loyal like their parents are or once were. Young people today are more driven to purchase from companies with a strong Diversity, Equity & Inclusion (DE&I) and Corporate Social Responsibility (CSR) presence, and the power of social media matters a lot to them. Adam stressed that DE&I “can’t just be a banner or flag on the wall.” A company winning in diversity and inclusion is a company that is winning in authenticity.

 

What should organizations do to leverage the power of diversity in their workforce?

The first step is to create a culture of diversity. Having different viewpoints and diverse people at the decision-making table is critical for an organization. For example, noted Veronica, steps should include “creating business resource groups and places of education for the non-diverse groups of the organization to get to know each other and learn.” Education for everyone in the organization is a crucial part of building that culture.

 

When we talk about diversity and inclusion within the workforce, which groups are we including?

Roz shared how the pandemic gave everyone, individuals and companies alike, time to sit back and think about their current state and how they can improve. Companies must think about how they create spaces within their structure for everyone, and how they are measuring success. Victoria also touched on the topics of neurodiversity and disability, and how companies have been and should start to think about incorporating neurodiverse and differently abled employees into their culture. She challenges companies to think about how they can “win together” by empowering their employees with resources to succeed — which also results in more success for the business.

Socioeconomics adds an additional level of complexity to efforts to create equity, as its impact is not always visible or known at various stages of the employee journey, such as the application process. Over the pandemic, disparities between wealthier and lower income consumers increased. As a result, employers have a renewed and heightened responsibility to think about equity and how they ensure access to essentials like personal development opportunities and promotions are within everyone’s reach.

 

How can we change our recruiting and talent development processes to better attract and engage diverse individuals?

“In order to identify diverse talent,” stated Ingrid, “you have to go where they are.” This can mean reaching out to various cultural associations to find talent as well as building relationships with organizations like Historically Black Colleges and Universities (HBCUs). Diversity should be as much a corporate strategy as marketing, sales, and business development are. When diversity is not a top priority, it is destined to fail. Implementing practices such as goals to measure success and compliance checklists are a great way to ensure progress.

 

What do we mean by diversity, equity, and inclusion?

Employers tend to focus on these terms when it comes to hiring, but truly adopting the principles of DE&I means so much more. Equality is about treating everyone the same, whereas equity is focused on making sure everyone is treated fairly by taking into account their privilege or lack thereof. It is important for companies to ensure that their pay scale and policies for how they assess, grade, and pay employees is fair. It’s all about equal footing.

 

What are two steps employers can take to build a diverse, equal, and inclusive workforce and culture?

When employers put together a talent strategy, they should focus on eliminating bias throughout the employee life cycle, i.e. recruiting, interviewing, hiring process, belonging, and development. This attentiveness should occur over the course of the professional’s career with the company as well. The first step towards creating a true diverse and inclusive environment is committing to action.

The Dover philosophy takes a human-focused, global approach to problem solving by creating business solutions that enhance the modern workplace. Together, DoverSolutions, DoverStaffing, and the Dover Training Institute are able to address workforce development challenges on multiple levels. To find talent, click here, fill out your information, and one of our recruitment specialists will be in touch. To find a career, click here to see available positions in Atlanta.

 

Image credits: Photo by Rawpixel on Freepik.

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Join Us for Diversity is Not Just a Discussion

Join us, June 17, 2021, at 12:00 pm EST, for a comprehensive discussion exploring the true priorities, opportunities, and challenges that diversity creates for the workplace. We will be discussing:

  • Creating a culture of diversity, equity, and inclusion
  • Understanding all forms of diversity and how to engage with each form
  • Attracting diverse populations through effective outreach and engagement
  • Going beyond discussion and achieving action: diversity as the competitive advantage

Within this event, our accomplished panelists will share their unique professional journeys and deep knowledge to lead us in the journey of learning. Our distinguished professionals will be our moderators and hosts as we discuss the strengths of a diverse workplace.

 

Our panelists include:

Ingrid Watkins, is a passionate and accomplished leader in supplier diversity and business development. Ingrid is currently IW Consulting Group’s Principal and has worked diligently advocating for the inclusion and utilization of diverse suppliers in procurement opportunities for over 20 years.

Veronica Maldonado-Torres, is an internationally recognized Possibility Catalyst, Leadership & Business Accelerator, Diversity Champion, and Dynamic Transformational Speaker and Facilitator. Founder of VMT Consulting, a woman-owned boutique strategy, coaching, consulting, training, and development organization that assists organizations. Recently, she has become the new President and CEO of the Georgia Hispanic Chamber of Commerce.

Adam Moore, VP, Director of Supplier Diversity for Truist Bank, to promote the inclusion of small and diverse business in the supplier mix at the Bank. Adam is often sought as a speaker and moderator on the topic of supplier diversity and he is considered an expert in emerging technologies, Big Data analytics, and information technology sourcing and staffing.

 

Virtual Panel Moderator :

Roz Lewis, President and CEO of the Greatest Women’s Business Council, a regional partner organization of the Women’s Business Enterprise National Council, is also the former Chair of the Women’s Business Enterprise National Council.

Roz has been certified in several studies, including Purchasing Managers, Professional in Supplier Diversity, Institute for Supply Management, Supplier Diversity and Procurement: Diversity Leadership Academy of Atlanta, Negotiations, Supply Management Strategies, and Analytical Purchasing. Roz has been invited to, and participated in, debates around small business programs and the Affordable Care Act at the White House.

Virtual Panel Host :

Sanquinetta Maria Dover, believes that an all-encompassing job placement plan, one that includes excellent citizenship, self-esteem, and a range of other important attributes, is key to professional success. Since 1996, she has served as President and Chief Executive Officer of DoverStaffing and DoverSolutions. She was also the founder of the Dover Training Institute.

Her experience enables her to deliver lectures on entrepreneurship, fundamental business skills training, creative project management techniques, and workforce solutions for the global economy.

Each of these experts will contribute their knowledge, skills, and expertise to expand your knowledge and practice in creating a truly diverse workplace.

Undoubtedly, being a part of this enriching panel discussion will leave you with informed learning. You can achieve action when you allow diversity to be a part of your competitive advantage.

Come join us!

 

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Transforming Your Organizational Culture Through the Power of Diversity, Equity & Inclusion

People often talk about the need for diversity, equity, and inclusion (DEI) in business, but they don’t always understand how to make meaningful progress in this area. Sometimes, management does not know where to begin, so they do not begin at all. If you and your colleagues want to transform your organizational culture, you need to understand the DEI terms and set concrete goals for progress.

 

What Do Diversity, Equity & Inclusion Mean?

You may wonder, “Why can’t we all just get along?” The answer to that question is long and complex, but you do not have to understand the world’s history to make progress at your company. Simply understanding the following terms will help.

  • Diversity – The presence of differences among your employees, including psychological, physical, and social ones. To have a diverse workplace, you need to have a variety of social and cultural characteristics present.
  • Equity – This term means everyone is given the same treatment and opportunities. Some groups do not achieve equity because of conscious or unconscious bias.
  • Inclusion – Inclusion means everyone feels welcome in the larger group. Acceptance is key to inclusion.

These are separate constructs, but they work together to create a fair, productive, and even happy workplace when made a priority in organizational development.

 

What Is the Combined Power of Diversity, Equity & Inclusion?

Realistically, you can have a diverse workplace without inclusion. That means your employees can be of different races, nationalities, genders, physical ability, etc., but your corporation still treats some employees as “less than.” For instance, you can have a diverse staff but the majority of your workforce excludes some individuals or subgroups. These excluded groups do not feel welcomed or appreciated.

You can have diversity without equity as well. If you pay your female employees less than the male employees, then your corporation is inequitable. If you promote some racial groups less often than others, your workplace lacks equity.

However, when all three elements are present in your company, you will notice fewer conflicts, more cooperation, and better staff morale. When employees are accepted and even rewarded for being themselves, they give more to the company, secure in the knowledge that management and their peers will appreciate and reward their work.

As Saleema Vellani, Chief Innovation Strategist of Innovazing said, “Empathy is the engine of innovation.” When you have empathy, you are able to learn from others with very different backgrounds, which improves creativity. Diversity enhances innovation and innovation solidifies diversity and inclusion.

 

What Are the Goals of a More Diverse, Equitable & Inclusive Workplace?

Achieving DEI means setting attainable goals and continuing to work toward those goals. In short, set the goals and then take concrete action to effect positive workforce development. Too often, this conversation gets lost in abstractions. Your goals for a more diverse, equitable, and inclusive workplace should:

  • Identify Opportunities – Your company’s management has to take stock of where you are and where you need to go. That may mean some uncomfortable introspection and a truthful look at current policies, values, and culture. Once you know where you are, you can list specific actions to achieve change.
  • Emphasize Equity – All three aspects of DEI are essential, but without equity, can the other two areas exist? Determine what fair opportunity is for different groups and work to identify barriers to it in your company.
  • Unleash Diversity – You can have a diverse workforce and never unleash the power of that diversity. You need to encourage different perspectives and challenge assumptions. An empowered and diverse workplace will value all perspectives.
  • Become Inclusive – As a leader, you need to be inclusive in your thinking and your behavior. If you do not set the expectation, you cannot expect your employees to embrace the concept.

 

What Does a More Diverse, Equitable & Inclusive Workplace Look Like?

Can you tell if a workplace is DEI just by looking? Well, you can certainly tell if it’s diverse, although not all cultural and social differences are visually apparent. You can still see if women and different races are represented in your workforce. Are there differently abled people present? You can also judge inclusion to some degree if you are present at a management meeting and distinct groups have representation. Equity is tougher to judge without taking a deep dive into the paperwork. Your workplace equity proof lies in yearly salary, management opportunities, and actual promotions.

 

How Does Creating a DEI Organization Improve the Performance of My Team and Affect the Organization?

You may worry that transforming your company into a DEI culture may negatively affect production and the bottom line. Studies show that this fear is simply not warranted. In fact, DEI can bring the following benefits:

  • Improved Financial Performance – Ethnically diverse companies outproduce national industry medians.
  • Enhanced Recruitment Ability – Excellent prospects want to work for diverse companies. Make DEI part of your talent strategy.
  • Improved Employee Engagement – Employees, especially millennials, are more engaged when they believe in their company’s DEI efforts.
  • Growth – Diverse companies are much more likely to capture new markets and increase market share.

Doing the right thing is better for employees and your company, not just ethically but financially as well.

 

Final Thoughts

It is not enough to talk about diversity, equity, and inclusion in your workplace. You need to embrace action over abstractions. Set specific goals and identify several concrete steps you can take now to transform your corporate culture. Your company will become a better DEI workplace step by step as long as you make it a priority.

For help with talent strategy and staffing needs, contact Dover Staffing Solutions, a full-service staffing firm that cares about business integrity and professional customer service. We work with corporate, government, and nonprofit clients. For more information, contact us today by filling out our brief online form or calling 770-434-3040.

 

Image credits: Photo on Freepik.

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Diversity is Not Just a Discussion

Join us for an in-depth discussion where we explore the real priorities, opportunities and challenges that diversity brings to the employment environment, including:

  • Understanding all forms of diversity and how to engage with each
  • Attracting diverse populations through effective outreach and engagement
  • Going beyond discussion and achieving action: diversity as competitive advantage

 

Meet a panel of leading experts including Ingrid Watkins, CEO & Chief Diversity Strategist at IW Consulting Group, Veronica Maldonado Torres, Founder & CEO of VMT Consulting, and moderated by Roz Lewis, President & CEO at the Greater Women’s Business Council.

 

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