Diversity is the mix; inclusion is making the mix work together — Andres Tapia, Global DEI Strategist, Korn Ferry
Diversity is an immutable fact of life; something that has been intricately woven into the very fabric of nature. Equity and inclusion, however, are conscious acts. It isn’t just about formulating policies within the workplace or being politically correct in front of the media; rather, it’s about creating an atmosphere of belonging for each and every member of the team—which, when you think about it, is the only lasting way to ensure organisational growth. It’s about honouring the unique needs, beliefs, and perspectives of every individual, in order to give them what they require the most—respect. Prejudices—be it about another’s race, religion, age, colour, social status, or sexual orientation—can directly hamper the employer’s goal of creating a nurturing environment within the office, affect employee’s trust, loyalty, and goodwill—and in the long run, productivity.
Picture this scenario. A newly joined HR executive in a start-up firm has been ushered into her very first meeting with her company’s C-level executives, where she has been asked to accompany the HR Head and take notes of the meeting. During the discussion, one of the leaders throws out a business-related question and kick-starts a brainstorming session. The HR executive, full of ideas, eagerly blurts out her suggestions – only to be countered by one of the members with a remark that she isn’t experienced enough to express her opinion. This leaves the executive demotivated and disillusioned – and she never expresses her opinions, valid or otherwise, thereafter – leaving the firm one intellectual short.
As ill-intentioned as it may seem at first glance, bias in the workplace is usually unconscious. It not only manifests itself during coffee breaks or Teams meetings but also during the decision-making process; such as while hiring or closing business deals. Such unintentional bias leads to exclusion, which stunts open communication, stifles ideas, or blows up into open hostility. In place of a creative, innovative, and engaged team, exclusion and prejudices foster a suffocating (and often, toxic) atmosphere, where employees feel unappreciated and under-valued, and where employers not only struggle to retain talent but also end up losing them to competitors. Considering the rising cost of hire in today’s times, this can prove to be an expensive affair in the long run!
A discriminatory outlook can also damage the public perception of a company. A case in point is how hiring executives tend to be condescending towards candidates with a job gap, or to those earning salaries below the market rate. Many recruiters tend to disregard qualified candidates, only on the basis of their communication skills. Those from Tier III institutes are the last to be considered for most positions, despite their proven work experience. Candidates seeking remote opportunities or actively requesting care-giving allowances are frowned upon. Such deep-rooted bias results in a poor reputation for the company concerned, affecting its ability to attract precious talent.
A study conducted by the Winters Group in 2019 found that companies that engage in hiring and retaining a diverse workforce outperform less diverse teams by a significant margin, and are more successful in capturing new markets. They also found that organisations in the United States that encouraged pro-diversity policies had effectively withstood the financial crisis back in 2008 while achieving a measurable increase in annual revenue. Such companies focus on providing an inclusive leadership, where they try to utilise differences to achieve the team’s objectives. They believe that the workplace should be the reflection of a utopian society—where differences are not only accepted but celebrated; where everyone is encouraged to have a voice, without fear of criticism or judgment.
Inclusion, in its simplest form, means that we cater to the needs of everyone, without discrimination or partiality. It means acknowledging a person’s worth and his contributions, according him dignity, and protecting him against any form of workplace harassment. It is not about setting aside a special DEI Day once a year; it’s about ensuring that awareness penetrates the entire hierarchy of the organisation, refining employee grievance redressal policies, and revamping internal communication strategies.
At the end of the day, investing in a diverse workforce and following inclusive practices not only boosts employee retention and increases revenue for the business, but also fosters an empathetic and empowered team that leads the way to better discussions, decisions, and outcomes for everyone involved. As Alexis Herman, former U.S. Secretary of Labour, succinctly put it, “Inclusion is not simply the right thing to do; it is the smart thing to do.”
Corptec Technology Partners’ Commitment to Diversity, Equity, and Inclusion with Salesforce Talent Alliance
As a trusted Salesforce Consulting Partner since 2018, Corptec Technology Partners believes in employing a diverse workforce and implementing robust hiring practices that foster equity and inclusion. Our vision to create a culture of equality and build a diverse pool of talent stems from our alignment with Salesforce’s Talent Alliance Program—an initiative by Salesforce aimed at bringing new talent into the Salesforce ecosystem and connecting employers with a diverse and inclusive bunch of Salesforce-trained candidates. Corptec and Salesforce’s collective goal here is to empower professionals from every background with the skills they need to build their careers in today’s AI-fuelled digital economy.
Some of the key aspects of the Salesforce Talent Alliance Program include:
Career Development Programs: Since Salesforce is anticipating 9.3 million new jobs to be generated by 2026, they have initiated Career Development Programs (such as the Talent Alliance Career Cohorts or TACC) to help job seekers from underrepresented backgrounds get certified and land their first roles with Salesforce and their partners. Salesforce will be taking the initiative to connect employers with certified candidates across workforce development groups, educational institutions, and career changers through LinkedIn and career fairs.
Moreover, Salesforce and Corptec aim to give emphasis on underrepresented groups in tech (such as Black, Latinx, Indigenous, Multiracial, LGBTQ+, people with disabilities, veterans, and military spouses). This will help us effectively bring new talent into the Salesforce ecosystem that is a more accurate reflection of society around the globe.
Inclusive Hiring Practices: A key consideration for Salesforce partners (like Corptec!) participating in the Talent Alliance Program is to help create a culture of equality through inclusive hiring practices. For instance, as part of the Talent Alliance Program, we focus on interviewing individuals who have relatable experience, even though they may not necessarily have all the technical skills advertised. Corptec also focuses on building a flexible work culture that empowers our professionals to seamlessly balance their work and personal lives, without leading to burnout or loss of productivity.
Along with inclusive hiring, Salesforce and Corptec also employ inclusive pre-boarding journeys to enable new employees to quickly ease into their new work environment. We also foster inclusive promotion principles and best practices so that all employees have equal access to growth and success.
Partnerships and Mentorship: Salesforce’s Talent Alliance Program aims to collaborate with industry leaders and provide mentorship to participating employees to help enhance their skills and employability within the Salesforce ecosystem. Additionally, Salesforce aims to devote 20% of their annual hiring to net new Salesforce professionals, who have 6 months or less of Salesforce experience. Certified individuals from Salesforce training programs (such as Pathfinder or Salesforce Military) will be offered automatic interviews without a cumbersome application process.
For now, we at Corptec aim to achieve 50% diversified workforce representation by 2026. Furthermore, we will allocate 15% of our procurement budget to businesses owned by individuals from diverse ethnic backgrounds. This will enable us to create more opportunities for diverse individuals in leadership positions, allowing them to contribute meaningfully to our ongoing success.
If you wish to be a part of Corptec’s exciting journey or would like to learn how we can customise Salesforce solutions for your unique business needs, please reach out to us today!
