Diversity, Equity and Inclusion (DE&I) are top of mind for many businesses, both big and small, today. After all, it’s no secret that DE&I boosts morale, engagement and, ultimately, productivity – which impacts business’ bottom line for the better.
Most U.S. adults (56 percent) believe that intentional policies that promote DE&I at work are a good thing, according to a 2023 survey by the Pew Research Center. Even more (61 percent) say their companies implement these policies, and just over half (52 percent) have access to training and meetings on DE&I as part of these policies.
However, 还有很多工作要做——因为只有33%的受访者所在的公司有人负责推广DE&我喜欢Keisha Bell，她担任董事总经理兼人才管理和DE主管&I at DTCC.
Related: Moving the Needle on DEI: QA with Keisha Bell
DTCC, which works to protect the security of the global financial system, has a keen focus on fairness. Supporting women and people of color is a top priority for Bell, who tells Ivy Exec that the first step to promoting DE&I is establishing clear policies and practices.
“These policies and practices should be assessed using a holistic approach,” she explains. “Once finalized, these policies should then be communicated effectively to employees, shareholders, clients, suppliers, board members and other stakeholders.”
To be successful, 她补充说，公司需要设定目标和指标，然后跟踪和报告它们在这些领域的表现，定期向利益相关者报告进展情况.
“应该鼓励员工参与，为员工创造机会，提供反馈和建议，以提高这些领域的绩效。,” she says. “Further, collaboration with other companies, 组织和专家还可以使组织跟上最佳实践的步伐，并跟上人力vns6060威尼斯城官网的最新发展, DE&I and ESG, which are all critical to continuing to advance in these areas.”
We caught up with Bell to talk more about what these policies, programs and performance metrics look like for DTCC, as well as her actionable advice for prioritizing diversity in recruiting, 指导下一代领导者，在工作场所创造一种包容的文化. Here’s what she had to say.
公司如何优先考虑多元化招聘，并采取支持女性和有色人种的策略，创造一个更具包容性的工作环境?
Companies must evolve their approach to recruiting to ensure it does not stop at the early career phase; they must develop innovative methods to attract and retain their respective industries’ best. 在我们的工作方式中创造归属感和提供灵活性是培养DE的关键&I within an organization.
我一直为我们在DTCC所做的工作感到自豪，我们利用传统和不太传统的方法招募女性和有色人种. I get especially excited about our participation in and support of the Girls Who Code program. 我们有高中水平的学生来到DTCC，每年用两周的时间向我们技术领域的员工学习课程. 看到年轻一代在职场上向我们提供他们的想法和想法，同时向DTCC的专业人士学习，这是非常令人感动的.
我们还通过DTCC未来之星项目为这些杰出的年轻人提供额外的培训和指导机会, 通过这种方式，我们在他们的高中和大学期间与他们保持联系，为他们提供进一步的发展机会.
For women returning to the workforce after a break in their careers, DTCC offers a program called Re-Emerge. Through this initiative, women participate in a 12-week internship, 之后，他们可以重新进入劳动力市场，以达到他们对更新经验的熟练程度，以弥补他们离开传统劳动力市场的时间. 像这样的项目直接反映了许多女性的经历，她们在休假后试图重返职场时，在职业生涯中被降级了两到三个级别.
To further cultivate a diverse and inclusive environment, companies must implement DE&I training for its leadership. At DTCC, we offer Men Advocating for Real Change (MARC), 这是一家名为Catalyst的组织每年提供的领导力多元化培训项目，旨在让领导者和个人认识到性别和种族偏见，以及它们在工作场所的表现.
Related: Learn More About Our Diversity & Inclusion Program Offerings
In your opinion, 组织可以实施哪些具体的举措或计划来加速女性在领导角色中的代表性?
As mentioned, focusing on retaining and nurturing female talent in the middle of women’s careers, and bringing qualified applicants to the table as promotions and new positions open, plays a significant role in creating greater gender equity at the leadership level.
At DTCC, we are proud of our Emerging Women Leaders and Advancing Women Leaders initiatives, 帮助女性职业发展的项目——从个人贡献者转变为人力管理者, and from people managers to executives. These programs equip participants for future leadership roles, 通过提供社交机会来加强他们的职业生涯管理，同时拓展他们的领导技能和组织能力.
你如何看待导师在未来几年对女性职业发展的影响?
在任何组织中，师徒关系在培养成长文化方面发挥着重要作用，对女性和未被充分代表的有色人种的职业发展尤其有帮助. Formal and informal targeted mentoring programs, combined with a focus on inclusion in promotion decisions, must continue to be a priority for firms in 2024 and beyond.
Retention is key to developing women leaders in the workplace. After the recruitment phase, the responsibility of nurturing their career growth begins. Again, 在这个领域，公司范围内有意的指导计划可以为女性带来改变. Mentoring programs provide the knowledge, tools and relationships to help not only women, but also all people at different levels of the organization to develop professionally. 这是将未来的领导者与帮助他们在组织中成长的vns6060威尼斯城官网联系起来的一块拼图.
通过专注于培养女性在职业生涯中期的成长，并在晋升和新职位空缺时将合格的申请人带到谈判桌上, we continue to see greater progress toward gender equity in our field. Looking ahead, the women who we support one, 5年或10年后，他们可能会成为未来的领导者，推动各自公司的变革.
组织可以采取哪些可行的步骤来确保女性拥有和经营的初创公司获得足够的支持和投资机会?
作为良好业务的重要组成部分，供应商也应该被纳入公司的DE&I calculations. Companies should aim to include small and diverse enterprises, run by not only women but all underrepresented groups, 在自己的采购过程中，不断努力增加企业成长的资质多元化.
For example, at DTCC we have publicly laid out the steps we’re taking to support the future growth of our diverse suppliers:
- 在采购战略中整合供应商多样性流程和政策，建立包容性供应链
- 与倡导组织合作，与我们的DTCC专业人员建立关系并增加参与
- 制定指导和/或加速计划，以发展和发展我们的多元化企业
- Setting metrics and KPIs to track the impact on diverse suppliers and DTCC
Taking these steps can help hold an organization accountable – working to ensure action.
This article was originally published to Ivy Exec on March 13, 2024.