Progress on diversity in the workplace, more to be done

Local businesses are making progress on diversity, equity and inclusion in the workplace.

But there are also signs that more work remains to be done, including closing the “perception gap” about the impact of these efforts.

The Buffalo Niagara Partnership has released its third DEI assessment, in line with the business group’s plan to release a new assessment every two years.

Forty percent of respondents said they have someone responsible for DEI processes, up from 30% two years ago. Seventy-nine percent said they have started their DEI journey, the same percentage as in 2022. And 77% of employers with DEI programs say their recruiting efforts include outreach to attract minority candidates , compared to 66% two years ago.

While 35% said they have set concrete DEI goals, that figure is down from 38% two years ago. And less than half say they track their spending with diverse suppliers.

“I think there’s been great progress in terms of DEI adoption,” said Kenya Hobbs, the Partnership’s director of community engagement and equity initiatives. “I think the challenge we have is how to actually implement this process.”

“Many frameworks have been developed,” he said. “But then you have to have the strength to make sure that we have the right people in these different companies to actually implement it in a way that is not just a program, but is infused into every department of the company .”

When it comes to implementing DEI goals, Hobbs said companies “can make a more concerted effort to really look at how they’re investing their money in DEI and view that as a critical part of their strategy as well. any other component of the business.

The Partnership reviewed the assessment results during a roundtable discussion at a DEI symposium. Here are some of the panelists’ thoughts:

• The assessment found a growing “perception gap” between executives and employees about the impact of DEI in the workplace.

For example, 79% of executives said they “strongly agreed” that their organization maintained a culture that fosters inclusion, while only 54% of staff members felt this way. And while 76% of leaders say staff members feel a sense of belonging within their organization, only 49% of employees agree with this statement.

“If the perception gap is widening, that means something is missing,” said René Petties-Jones, president of the National Federation of Just Communities. “Success is that we are increasing the dialogue, but what are we still missing, what do we still need to provide so that all employees feel valued and seen as heard?”

• Chantele Campbell, health equity manager for BestSelf Behavioral Health, said that across the country, “the concept of DEI is being criticized and many places have backed away.

“But it’s really encouraging to see here in Western New York that we’re continuing the work, and it seems like it’s a priority,” Campbell said. “We may not get there, but we have the privilege to continue to focus on these things. So that’s encouraging to me.”

• Diversification efforts extend to the suppliers with whom companies spend money.

Ed Moore, Rich Products’ chief human resources officer, also serves as chair of the Business Leaders Task Force, which brings together 15 of the region’s largest employers to focus on creating inclusive workplaces. Its first initiative, the Buffalo Purchasing Initiative, aims to promote diversity in spending on goods and services.

Moore said that over the past several years, the initiative has introduced large employers to nearly 800 vendors who could provide them with support services. This has resulted in more than $80 million in spending over the past five years with businesses owned by people of color, he said.

• Campbell said DEI committees within employers are important, but companies should not view the creation of these committees as the conclusion of their DEI efforts.

• Moore said employers should view DEI as a “talent imperative,” to attract new hires. “You have to create that long-term momentum,” he said.

SSC Services for Education, a Tennessee-based company that provides custodial, grounds management and maintenance services to educational institutions including D’Youville University, is offering $2,500 scholarships to students enrolled in accredited skilled trades programs.

Nickie Dwyer, training and development manager at SSC, said the new scholarship program aims to encourage careers in skilled trades.

“I think some of these people will make more money after their bachelor’s program than a four-year college graduate,” she said.

There is no shortage of demand for workers with these skills, she said. “In the 14 different states in which we have full-service accounts, the hardest positions to fill are those in the skilled trades.”

SSC will award four scholarships over the course of a year, on a quarterly basis. Applications will be accepted year-round, at sscserv.com/about/scholarships.

If any of the fellows complete their training and are subsequently hired by SCC, they will be eligible for a sign-on bonus.

Want to know more? Three stories to catch you up:

Welcome to Buffalo Next. This newsletter from The Buffalo News will bring you the latest on developments in Buffalo Niagara’s economy – from real estate to health care to startups. Learn more at BuffaloNext.com.

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The Buffalo Next team gives you insight into the region’s economic revitalization. Email tips to [email protected] or contact Buffalo Next editor David Robinson at 716-849-4435.

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