Raquel Daniels of Southwest Airlines begins by explaining how diversity, equity and inclusion are at the forefront of its culture as a people-first company (4:24).  However, she acknowledges there is still progress to be made. As a company with over 56,000 employees, Daniels points out the importance of making diversity and inclusion implementation a team effort. Furthermore, communication is an essential component to the success of any initiative, as it creates pathways to share “the progress, the intent, and all the efforts behind [them]” (5:20).

She compliments SouthWest Airlines for embracing an environment of “empathy and understanding,” explaining the imperative role listening plays in an inclusive workplace (5:52). 

“What’s been most important,” she says, “is creating a space for uncomfortable conversations.” These conversations must be focused and productive if the goal is to foster understanding and lasting change. 

A truly inclusive workplace is one where all employees are capable of thriving. For that to happen, business leaders must be dedicated to “creating an environment for safety, empathy, and understanding” (6:40). 

Despite the progress thus far, Daniels makes it clear that issues of diversity, equity and inclusion are far from static. Therefore, true progress can be made only when we are committed to evolving with the initiatives (7:24). 

With that comes the dedication to learn about what is needed for the people, the community and the business to truly thrive. “We cannot assume we know it all,” Daniels asserts (7:52).  

As Daniels reminds us, this is not a one-size-fits-all journey. It starts by understanding what diversity looks like within your organization. From there, you can begin to map out your unique journey in this space (8:54). “It’s not about perfection. It’s about progress,” Reed adds (11:50). 

Andrew Zwerner of Chassi joins the conversation to showcase how small companies can be just as mighty when making waves in the diversity and inclusion space.  For Zwerner, intertwining diversity and inclusion into the company’s DNA from the very beginning was one of his top priorities (19:02). 

Zwerner wanted Chassi to be proactive in the diversity and inclusion space rather than reactive. Therefore, he prioritized focusing on initiatives in the areas of hiring and community outreach  (19:34). 

Despite being a small startup, Zwerner describes his belief that diversity, equity, and inclusion should be considered part of a company’s survival rather than a mutually exclusive component (20:50). A large part of a company’s success is dependent on building a culture that attracts the talent you desire to hire. 

Zwerner goes on to express how a diverse team is imperative to the success of a company (21:29). “Talent is everywhere,” he notes. It is the organization’s job to ensure the pipelines for diversity are in place to attract and acquire the top talent to get the job done. 

Additionally, purpose, alignment and trust are critical elements to a high-performing team (22:38). Zwerner further explains how the ability to have open and honest conversations is critical to building the foundation for that essential element of trust that enables the team to move toward success. 

Reed calls for leaders to adopt Zwerner’s approach to diversity, equity, and inclusion as part of a good and successful business (25:30). Just like other aspects of good business, diversity, equity and inclusion take commitment to see results.