Achieving Diversity, Equity, and Inclusion in the Workplace

School: Southern New Hampshire University - Course: ACC 315 - Subject: Accounting

3-1 Assignment: Diversity, Equity, and Inclusion in the Workplace Hailey Salazar ACC 315 Southern New Hampshire University March 17, 2023 "Diversity, Equity, and Inclusion is a clear example of what is not well measured (or reported) is not well managed," (Jeff Higgins, 2021). Recently, there has been a big push for companies alike to push for an increase in the prioritization of Diversity, Equity, and Inclusion or DEI. In the article, "Using Analytics to Solve the DEI Challenge," I found that the study utilized the January 2021 study by "JUST capital corporate-racial-equity-tracker" which can be used to analyze what companies are understanding diversity and what they are doing to fix the problem, (Jeff Higgins, 2021). We can utilize their ideas for how these companies managed to better their diversity issues. The article also stated that a study titled, "Goals and Targets for Diversity, Equity, and Inclusion," suggested a few steps that companies can take to achieve significant progress in a more reasonable timeframe. These steps were: 1. Present diversity data in a way that is simple, salient, and comparable and 2. Leverage diversity data to empower the right people to act. In the reading, "Deloitte Insights: Driving Purpose and Profit Through Financial Inclusion," the financial inclusion framework is consisted of the organization, community, offerings, and the ecosystem. The financial inclusion framework starts with the organization, workforce and sales strategies, which aligns sale strategies to their financial inclusion goals. The next part of the financial inclusion framework is the offerings, products and services, which includes the development and deployment of products and services to reach the unserved communities. The community, local footprint, is the next step of the financial inclusion framework and represents making commitments to the communities where they are recruiting, operating, and investing. The last part of the financial inclusion framework is the ecosystem, the vendors, partners, and public platforms. The ecosystem amplifies the impact through their vendors, partners, and public platforms. According to IGS (Innovative Growth Solutions LLC), the key performance areas are:

organizational commitment, climate and culture, recruitment, retention, and talent development. Organizational commitment means that the company is committed to achieving a diverse workplace as well as an environment that is equitable and inclusive. Climate and culture means that the company thinks they're leading in diversity, equity, and inclusion. Recruitment means that the company is actively hiring, promoting, and retaining a diverse workplace. Retention means that the company takes measures to retain the company's diverse workplace. Talent development means that the company promotes that they have opportunities for their employees/leadership development to ensure the company will meet their current and future needs for a diverse workplace.