Let’s talk D&I.

By Yohannan Terrell
*Welcome to “Top of Mind.” Every month, we ask one of our phenomenal leaders to explore a concept that’s relevant in our recent work. This month, our CEO and co-founder, Yohannan, talks about diversity and inclusion. 

 

We know that diversity drives innovation in the workplace. This isn’t just a nice sentiment. It’s a fact. According to the Harvard Business Review, diversity has the potential to unlock innovative ideas, which leads to quantitative increases in indicators for success. (Think: firms with diverse employees are 45 percent more likely to report growth in market share and 70 percent more likely to report capturing a new market.)

Think: firms with diverse employees are 45 percent more likely to report growth in market share and 70 percent more likely to report capturing a new market.

But what makes a company diverse? What makes your office inclusive? How do you attract diverse employees and, more importantly, how do you retain the talented people already under your employ?

At Warhol & WALL ST., we tackle these questions every day. Over the past five years, our approach to D&I initiatives has developed in tandem with our growing experience in the field. We’ve learned that the old D&I model doesn’t work in today’s market.

Back in the day, D&I campaigns were just that: campaigns. They had a start date and an end date. They were content-driven. They spoke directly to diverse employees. But speaking to diverse employees pales in comparison to speaking with diverse employees. Therein lies the difference.

Today’s talent can spot a facade from a hundred yards. Instead, they want to know that you’re engaging and listening to your team.

Current and prospective employees don’t want to hear that your company is perfect. Today’s talent can spot a facade from a hundred yards. Instead, they want to know that you’re engaging and listening to your team. They want you to have the honesty and transparency to admit that your workplace, like humanity, isn’t perfect. And, most importantly, they want to see that you’re actively taking steps to improve the environment.

Huntington External Video from Warhol & WALL ST. on Vimeo.

That’s what makes our D&I approach different. When we sit down with a new client, we ideate ways to create experiences that welcome and embrace diverse employees. We help you walk the walk, rather than talk the talk. As a result, you get the perfect combination of stunning messaging and concrete insights from your community that illustrate where you stand in the D&I world, as well as how to move forward by creating positive changes to your company culture.

Authentic, meaningful changes that embrace all aspects of diversity can correspond to a more innovative and successful company. That’s because, if you want to reach a new audience, then you should probably have a perspective from that demographic in your brainstorms (a simple concept that is almost always overlooked).

The best part about our D&I approach is that, like diversity and inclusion, it develops and grows over time. Every day, we identify new ways to think about D&I. Diversity isn’t limited to quotas of different races. It’s infinitely more nuanced.

The best part about our D&I approach is that, like diversity and inclusion, it develops and grows over time. Every day, we identify new ways to think about D&I. Diversity isn’t limited to quotas of different races. It’s infinitely more nuanced. It encompasses: color, culture, gender, sexual orientation, generation, business experience, life experience and so much more. Moreover, those buckets aren’t mutually exclusive. Intersectionality illustrates how no person fits perfectly within the boxes on a multiple-choice survey.

When you look at your company’s diversity under a microscope, it becomes a beautifully powerful asset for you and the community you serve. If you’re ready for self-reflection and impactful D&I strategy, then reach out. We’d love to help you develop a dialogue that will last a lifetime.