So often we see employers keep their DEI programs and initiatives focused on headquarters employees while their field organizations don't have a way to engage in anything meaningful with DEI.  If you are in an organization that operates stores, call centers, distribution centers and/or transportation teams, this can leave out the vast majority of your employees.  By not bringing DEI work out into the field you're not being fully inclusive -- and you are leaving a TON of money on the table.

I know that can feel counterintuitive --- these employees are paid by the hour after all, so how can paying them to participate in internal programs and activities be anything but a cost center?  Here's how:

• So much of DEI is about making employees feel seen, heard and valued - when you do this you unlock opportunities for innovation, problem solving and higher performing teams.  The result: better customer service and increased sales 

• Inclusion drives engagement.  Engaged employees are more efficient, productive and loyal.  They stay longer at companies and recruit their friends and families to work there too.  The result: reduced turnover and more internal promotions, which significantly reduce cost and downtime for retraining new employees

• Extending DEI throughout your supply chain - even to outside vendors and suppliers - creates a feeling of everyone being in it together.  This brings a sense of pride to work that translates to engagement and care for others.  The result: reduced labor relations issues, reduced loss and damage, better delivery times

• One of the reasons unions are on the rise because hourly employees feel they don't have a voice with management.  DEI work done well creates communications and feedback channels across levels and shifts so employees can have a voice and employers can collaborate with them to create solutions without having to unionize.  The result: a more productive, engaged and loyal workforce, reducing cost and driving improved profit

• Leveraging DEI analytics provides insights to where you may have bias creeping in so you can address it head on.  This can help open the door to greater diversity in leadership within the hourly workforce, which helps all employees feel like leaders are like them, understand them, and that there is a path to leadership for them too if they want it.  The result: trust and commitment, which drive retention and engagement

Taking DEI out to the field does not have to require a ton of time being taken off the floor.  Providing education about cultural events in stand up meetings, on posters/flyers and through food, music and other cultural celebrations are easy, cost-effective ways to start.  Being intentional about seeking out a diverse set of perspectives, experiences and backgrounds when recruiting, building teams and thinking about stretch assignments is another way to have an impact through work you're already doing.  Extending your DEI principles out into community service and other give-back events is also terrific.  You can be scrappy and still have a major impact!

Need help determining how to achieve high-impact, measurable results with your DEI work?  Contact us here.

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Photo by Charanjeet Dhiman