The time is now
SunShower Learning offers specialized, best-in-class diversity, equity and inclusion training to help your people, teams and organization evolve.
Are you focused on creating a culture of belonging?
DEIB strategies are increasingly
critical to business performance
Diversity, equity, inclusion and belonging are just as good for business as they are for individual employees, and they’re much more than mere buzzwords. When DEIB is at the heart of workplace culture, the benefits are seen in every facet of the organization.
It’s easier to attract, nourish and retain employees who, in turn, have higher degrees of productivity and innovation that directly contribute to increased revenue. Moreover, an effective DEIB strategy extends to a company’s brand identity, which speaks volumes to customers, prospects, partners and investors.
But don’t just take
our word for it
Here’s what the research shows:
- Corporations identified as more diverse and inclusive are 35% more likely to outperform their competitors. (McKinsey)
- Businesses with an inclusive culture were twice as likely to meet or exceed their financial targets, three times more likely to be high-performing, six times more likely to be innovative and agile and eight times more likely to achieve better business outcomes. (Deloitte)
- Diverse companies are 70% more likely to capture new markets. (HBR)
- Diverse teams are 87% better at making decisions. (People Management)
- Diverse management teams lead to 19% higher revenue. (BCG)
- 2 out of 3 job candidates seek companies that have diverse workforces. (Glassdoor)
- 74% of millennial employees believe their organization is more innovative when it has a culture of inclusion, and 47% actively look for diversity and inclusion when sizing up potential employers. (Deloitte)
- 78% of employees who responded to a Harvard Business Review study said they work at organizations that lack diversity in leadership positions. (HBR)
- Inclusive companies are 1.7 times more likely to be innovative. (Josh Bersin)
- Equitable organizations that encourage open communication about DEIB are more likely to have happy, engaged employees, appeal to young workers and retain diverse talent. (Kenan Insight)
- Millennials are 83% more likely to be engaged at work at inclusive companies. (Deloitte)
How we teach about
Diversity, Equity, Inclusion
DEIB is an acronym that stands for diversity, equity, inclusion and belonging. While the terms are often used interchangeably, there are distinct differences among them.
- Diversity is the WHO. It is about identity, differences and how many of different kinds of people. That said, it’s important to recognize that the term itself conveys a norm to be diverse from. In our society, the norm is and has been white. Diverse is of color.
- Inclusion is the WHAT. Inclusive spaces are those that give everyone a voice and that voice is heard and valued and ideas are utilized.
- Equity is the HOW. It is the process of ensuring that fair treatment, access and opportunity exist for all people despite their individual identities. It requires disrupting norms and redistributing power.
- Belonging is the WHEN. Your employees feel heard and valued. Employees feel a sense of belonging when they believe they are wholly accepted for who they truly are.
*From Marsha Ross-Jackson’s course coming soon: BoldWorks!
It starts at the top
Leaders set the tone and champion company-wide initiatives, and it’s essential to position DEIB as an indispensable part of an organization’s goals. Leadership must take a definitive stance and demonstrate that diversity, equity, inclusion and belonging are top priorities.
With all the positive business outcomes for diverse and inclusive teams and organizations, why wouldn’t leadership make this a priority?