ERIC SPERLING, HOST
Transformational Leadership from Community Conversations
Should companies be compensating executives when it comes to diversity efforts?
Community Collaborative brings leaders from communities across Arizona together to have conversations about diversity, equity and inclusion (DEI). The goal of the series is to create a first-of-its-kind inclusion index to hold businesses and organizations accountable for DEI progress.Â
In this episode STN producers and featured guests from Copperpoint, Dickinson Wright PLLCÂ and NABEDC discuss actionable ways to cultivate change.Â
A lot of executives, and a lot of people in general don't know how to get involved. . . They're timid about getting involved. If we just get them involved, if they just jump in the pool and start looking around, and swimming around they'll say "OK this is how this works.'
Pro: It Gets CEOs Involved
Tim Overton uses the metaphor of offering children incentives for doing tasks and chores. He shares that when he started offering his children rewards for doing things on their own and being on time, they started to change their behavior. They might not have done it for the right reasons initially, but they are learning in the process.
We want to make sure that everybody iss doing the right thing. Holding the CEOs accountable, making sure that they're not just giving opportunities to their staff. We want to make sure they are empowering.
Con: Doing it for the Wrong Reasons
Kaaren-Lyn Graves of NABEDC explains that it’s important for executives to go beyond just checking a box. It’s important for executives to extend diversity efforts into all parts of business operations and culture.Â
It really needs to be about intention, not an incident. . . I think that when you make it part of the metrics of business success it becomes intentional.
Pro: It's Results Driven
DEI policies like executive pay for diversity creates action. It might not be perfect and they way it’s carried out may evolve and change, but it brings progress into motion. It’s about embracing that it’s OK to start with DEI initiatives even if they don’t have all of the answers yet.Â
I've seen so many different things work for different companies, and they need to be unique, to be catered to your company.
Con: One Size Doesn't Fit All
A strategy that works for a company with hundreds of employees won’t work for a company with only 15 employees. Start by having a conversation. Then, Overton suggests conducting a DEI audit.
Our remarkable leaders came together and they decided to do a DEI roundtable. During this roundtable it was an opportunity for employees to voluntarily come to this community, to have a voice, to be heard.
Pro: Everyone Has a Voice
Employees feel appreciated by executive teams who create DEI opportunities in the workplace. Having transparent, genuine conversations connects teams and establish a strong culture.Â
