The Value of Diversity, Equity and Inclusion Programs
By Myrna Traylor
Facilities management professionals have many opportunities to make sure that their organizations can take advantage of the best principles behind diversity, equity and inclusion (DEI)—namely, being able to cast a wide net that brings the best talent forward, thereby enriching the workplace for everyone.
Connexus spoke with several people who have implemented DEI programs in the facilities space, and they have shared some unexpected insights.
Michael’s, says that his approach to DEI echoes the Michael’s motto, “everyone belongs at the craft table.”
“We take that same viewpoint with our team members, our customers and our suppliers,” McClanahan said. “I think it’s really important that it crosses all aspects of the business.” He shared that he uses DEI when evaluating new suppliers to bring on board, for example. “Obviously, DEI is not the only thing that I’m looking at, but it’s a really impactful part of the scope that I use to determine who we’re going to work with in the future.”
That impact can also be felt when it comes to staffing, according to Samantha Rideout, Client Relations Executive at Diversified Maintenance. “In this day and age, we are seeing DEI become more and more important to prospective employees in their job search,” said Rideout. “People want to work where they feel like they belong. It has been shown that companies who value DEI within their culture are proven to not only attract but also retain more employees. What an impactful way to reduce turnover.”
“If I’m going to go out and look for a job, I want to work for someone or for an organization where I feel like I’m going to matter,” McClanahan added. “I’d want to feel like I’m welcomed, like I’m valued, and I’m going to be respected and safe. When you look at DEI and marginalized communities, including LGBTQ communities, feeling safe, welcomed and valued is really important.”
Getting Additional Perspectives
Ultimately, every FM professional wants and needs to get behind ideas and policies that are going to benefit their organization. Many DEI efforts can fit that bill.
“DEI should be thought of as a competitive advantage, because when you bring together people with different backgrounds, it leads to more informed decision making,” said Sherry Darden, CEO and Growth Strategist at CRISBY LLC. “If your client base is diverse and your employees are diverse, then you get the perspectives of individual end users. When you have those different perspectives, you have that competitive edge within your business.”
Frequently, DEI efforts focused on women and racial and ethnic minorities—but that lens can be opened wider. Sabrina St. John, Training Development Specialist at Imperial Cleaning, points out that generational diversity, centering on members of different age cohorts, can be a valuable source for
collaboration and education.
“Different generations have to figure out a way to work together,” said St. John. “When you have one generation that was trained in the 1970s and ’80s, another generation that trained and started their profession in the late ’90s to early 2000s, plus going from a non-technical generation to an extremely technical generation, how do you bridge the gap?”
That bridge can be built in many ways, St. John said. It gets back to the inclusion aspect of DEI—when employees see themselves (or people who look like them) represented on the company website, for example. St. John’s nickname for this is “timestamp”—shorthand for images, music or activities that span several decades. “When employees can come together and use the skills they learned three generations ago and merge them with those of a newer generation, the collaboration can really build a team and develop a strong workforce.”
“We have four generations in the same workplace, which is diversity in and of itself,” continued St. John. Darden had a similar view. “Employees who see themselves represented at all levels become more engaged. I know it sounds cliché, but the more engaged they are, the higher productivity they have, and the higher their productivity, the more loyal they are. So, it’s not just good for current business, it’s good for future business as well.”
Making the Plan Come Together
Businesses who want to learn more about DEI resources can, of course, turn to ConnexFM. “The ConnexFM DEI Committee’s website has some incredible resources,” McClanahan said. “If they’re a Connex member, they can go in and watch our virtual learning events or our Daily Grinds, which are also posted on LinkedIn.”
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