Page 13 - February 2021 Focus

BWL’s Peffley says diversity conversations are often uncomfortable because of a Willis says small businesses can overcome challenges to DE&I by ensuring that
lack of exposure to them. everyone on the staff speaks a common language for DE&I. She also notes the
importance of incorporating DE&I into company practices such as meetings and
“We recognize it’s important to introduce uncomfortable conversations in safe events, creating diverse partnerships, and making DE&I everyone’s responsibility.
spaces and to recognize that people often aren’t sure what to say or fear of saying
the wrong thing,” said Peffley. “Conversation about DE&I is not about knowing “Businesses first need to ask themselves why are they incorporating DE&I,”
everything and having all the answers. Setting these expectations ahead of time sets said Willis. “It’s crucial to take the time to explore what your company needs
the tone for safe spaces.” with the intentions of DE&I efforts. It is obvious when companies are quickly
establishing DE&I efforts into their company just because everyone else
“Get comfortable with the uncomfortable,” said Ashlee Willis, founder & CEO, is doing it and tends to be unsuccessful and sometimes offensive if not put
Michigan Premier Events-Association & Corporate Event Management Company. together correctly. Michigan Premier Events strongly advocates for companies
“Leaders and business owners need to lead the to incorporate DE&I not only internally, but
way in changing the lens through which we all also externally routinely within their programs,
view success, especially around the DE&I effort.” events, and meetings.”

Kim Hafley notes that having five generations DEI Must Involve Everyone
in the workplace can create challenges around
appropriate conversations. In some cases, Leaders in DE&I say a successful program will
discussions that were considered acceptable 20 only happen beyond the work of a committee
or 30 years ago are no longer sufficient. Leaders in DE&I and a handful of people, but instead becomes a

“What we are we trying to do is create a culture full organizational change.
and provide people tools so they can avoid “It cannot just be relegated to HR or mid-level
hurtful comments and to manage those difficult say a successful managers,” said Hardy. “It has to come from all
conversations,” said Hafley. levels of the organization. You can’t change an
program will only organization’s culture if only a few people are
Challenges in Building a DEI Culture speaking the same language.”

Building a DE&I culture is hard work and It is easy to think that hiring a diverse
takes time. Tedi R. Parsons, president & happen beyond workforce is the end goal. Lori Simon insists
CEO, Michigan Diversity Education Center organizations can have the most diverse
(MiDEC) says one of the biggest roadblocks is workforce, but inclusion is a critical piece for
when top leadership or a board of directors do the work of a talent retention.
not recognize the value of having a strong DE&I
strategy or plan in place. committee and a “Diversity is having a seat at the table. Inclusion

inclusion, you won’t retain your workforce.”
“Sometimes our biases or fear of change and is having a voice,” said Simon. “If you don’t have
stepping outside of our culture of advantage can
be another roadblock to ensuring DE&I is in the handful of people, “Feeling valued means your productivity is
forefront and a strong business imperative,” said going to go up,” said Ellsworth Etchison. “You
Parsons. but instead know you can bring your ideas and have a seat
at the table whether you are an executive or on
Lori Simon says some of the challenges Sparrow the front line.”
faces in DE&I are maintaining consistent
policies, education, and messaging throughout a becomes a full It is easy for organizations considering the
large organization. DE&I journey to become frustrated by the

needs to be considered, the resources required,
“We have over 9,000 employees across five organizational overwhelming amount of information that
counties,” said Simon. “Those are very different and the complexity. Foster Swift’s Hafley
cultures you have to deal with and make sure encourages people to commit to start the
everyone is on the same page.” change. journey.

DEI in Small Businesses “Start with simple goals that encourage early
successes,” said Hafley. “There is no one way
Small businesses seeking to build a DE&I culture can run into many roadblocks. to do this. No two successful DE&I initiatives are going to be the same. They
Ashlee Willis says many business owners don’t know where to start. She encourages are going to be unique to the organization and the people in that organization.”
people to network with other organizations that have established trainings and
programs. Cost barriers can be overcome by finding books on DE&I in the Lisa Corless recommends that organizations start critical DE&I conversations
workplace and researching online DE&I trainings and videos. Willis says DE&I by listening to teammates and customers with sensitivity and empathy, which
allows organizations to identify areas of need within their company, sourcing and will lead to trusting partnerships.
seeking talented, diverse candidates with qualified skill sets.
“These conversations will let you know where you need to focus,” said Corless.
“Small businesses should incorporate diversity and inclusion in their culture because “It’s also important that you have an individual in the organization whose
it creates extensive trust and more commitment from your employees,” said primary role is to advance inclusion and diversity. When you have somebody
Willis. “DE&I helps your employers feel valued and affirmed. It helps to create leading the charge for you, they will make sure that the necessary and sometimes
fundamental progress, fosters higher engagement and productivity.” uncomfortable conversations are taking place.” n

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