Google “DEI” or ask Chat GPT to define “Diversity, Equity and Inclusion” and you’ll get a definition that’s a couple of sentences long. To me, a better way to understand it is to look at real-life examples, such as reading this blog.
Some of you may be reading it at the office, your kitchen table or your home office. All these experiences would fall under the diversity of how we view this lived experience. We are each reading this blog and having different experiences and perceptions. While race, gender and sexual orientation are normally what folks first think about in relation to DEI, there are many more ways to think about the topic. Our experiences and identities give us the opportunity to see things through our individual lens and hopefully, the ability and opportunity to embrace other perspectives.
Talent is one area where we can embrace other’s viewpoints. Talent — recruiting and retaining employees — is a top priority for nearly every business. We also know that diversity of thought fosters innovation and problem-solving by encouraging people to look at things from different perspectives. Companies that actively encourage and celebrate diversity have been shown to be better connected, make better decisions and are overall more satisfied with company culture. (McKinsey & Company Diversity Report)
We have to think about how we are recruiting talent and untapped markets. How are we helping retain that talent? First, we can start with some commonalities to build on, including job security, inclusiveness and personal development. How else can we continue to develop a welcoming space to retain our talent?
Adding experiences with other groups who might share similar identities can be a plus. For example, I’ve talked with our local school districts about creating a pathway for staff and faculty from different communities to come together to learn insights, build relationships and feel like they are part of a community. In parallel, we should continue to build on what is common among us.
Another collaborative DEI project is WIDEN.biz, a statewide hub for underserved small businesses and entrepreneurs. Sometimes an intentional focus to create opportunities for equity is needed. This hub serves as a directory for businesses owned by veterans, women, LGBTQ community members, rural residents and ethnically diverse individuals.
The benefits of WIDEN.biz include providing a one-stop shop to find these businesses and help amplify their name, and increase B2B opportunities. Another benefit is increasing supplier diversity by exposing these businesses to corporations who might not know they exist. Lastly, WIDEN.biz will help create a more direct path to sharing business resources. With the NFL draft only a football season away in our region, there is an abundance of opportunities for businesses of all sizes and identities, and Widen.biz is just one tool to help.
I mentioned tools in relation to DEI. I say “tools” because there is not one solution that addresses DEI opportunities. For example, having a team full of “Juans” would not make us the strongest team at New North or any other organization. Each of our team members can offer more creative solutions by providing unique viewpoints.
Understanding perspectives from different backgrounds fosters empathy and cultural sensitivity, allowing for better communication and collaboration since no single viewpoint captures the full picture. So often, we may start with different points of view, but in the end, we discover that we have more things in common than we thought.
If you are interested in learning about the DEI initiatives happening in the New North, check out our WEB PAGE, or consider attending one of the cultural EVENTS happening in our region. Feel free to reach out to me to get involved at juan.corpus@thenewnorth.com.
More often than not, we are better together than we are apart.
Juan Corpus
New North, Vice President, Diversity, Equity and Inclusion
