How Leaders can drive real change
We’ve all seen statements put out by companies about their stand on systemic racism, and on the importance of Diversity, Equity and Inclusion. But statements aren’t enough. Organizational action is needed. Why? It’s simple. Because as adults, most of us spend ample time at work than we do anywhere else! And how we treat people at work, how to recognize and solve problems, and how to show mutual respect for people, is what we will take home to our family, our community, our country and ultimately the whole world. What happens at work has a wide impact on all aspects of our life.
At Branch, we celebrate our diverse workforce and the richness it adds to our culture. We are committed to creating an inclusive and welcoming community for our employees of all backgrounds. Branch walks the talk and really wants to make a difference not because it’s currently trending but because we want to be part of the positive change to create a better tomorrow. We’re not perfect by any means, but DEI is a top priority that’s actively discussed at Branch and people from all levels are passionate about it.
What does it mean to me?
I personally value DEI in my life, at Branch and in any environment. I find it enjoyable to learn about experiences I’ve never had and can never have, cultures I’m not a part of. I’m a firm believer that diverse teams lead to thoughtful insights and better outcomes, so I’m really grateful that Branch is both dedicated to and taking large steps in building a truly inclusive environment. With our rich diverse culture and a place where everyone is contributing, I feel fortunate about getting to build a company that really does make a difference in people’s lives and allows me to be a productive member of the broader movement.
How did we embrace Diversity, Equity & Inclusion as Leaders?
Research reveals companies with Diverse workforces are better positioned to embody values, increase revenue, and promote innovation. At Branch, we are approaching Diversity with humility, authenticity, and vulnerability expecting the rewards to be well worth the effort. And it starts with our company’s leadership team.
Leading by example : I strongly believe that in order to truly create a culture of diversity and inclusion, leadership must be proactively engaged in all initiatives.
DEI is a top priority at Branch : DEI has been a valuable part of our culture since the beginning, whether we’re talking to candidates, employees, customers, or stakeholders. It’s also a crucial element of our branding. We are currently working on a long-term plan to include diversity at all levels of our team by investing in strategies that will help shape our future.
DEI Committee : DEI efforts shouldn’t be the responsibility of one individual or role. It needs to be a cultural value that starts from the top down and spreads out across departments. That’s where a diversity committee can help, they won’t focus on a single identity, but instead, draw from individuals across the company and our ERGs to ensure all viewpoints are represented.
Listening & Empathy : People want to know they matter. They need a sense of belonging, both intellectually and emotionally. As leaders, it’s our responsibility to listen to every single employee and make them feel included. We have a Founders forum at Branch where the goal is to listen, to share, and to support one another.
Measure the Results : We have metrics in place to measure the success of our efforts and initiatives. This is essential since we are selling the value only a diverse team can bring to Branch’s success to our board and shareholders. The ultimate goal is to get to a point where our employees feel valued because of their uniqueness, which leads to higher morale, productivity and lower turnover.
My two cents for creating a culture of diversity, equity and inclusion, it’s simply “Shift your perspective to evolve and establish a sense of belonging for everyone.”
I want to conclude by saying that as leaders we should care about Diversity, Equity and Inclusion. Yes, an argument can be made that there is a business case for this, and that ignoring this issue can lead to organizational and financial problems down the road.
But more importantly, there is a human case for it, too. We owe it to each other to treat each other well at work — it’s the right thing to do.
