Why Not Having A DE&I Focus is Negatively Impacting Your Organization – CSS DE&I Series Part 1

An inclusive workplace nurtures diverse thought, enhanced reputation, and increased profits for organizations like Contemporary Staffing Solutions that are cognizant enough to spearhead workplace diversity policies.  

The problem with “same”  

The stark gap between the business performance of a homogenous company versus one with diversified talent including women and BIPOC (Black, Indigenous, and People of Color) is widening. A 2019 McKinsey report found that the likelihood of outperformance between companies in the top and bottom quartiles of gender diversity was 25 percent and found the gap in success even bigger between companies in the top and bottom quartiles of ethnic diversity at a whopping 36 percent.  

Melissa Kreps, Director of Human Resources at CSS notes that “if you always hire the same people, you are doing the organization and your employees a disservice.”

Companies failing to place an emphasis on a diverse, equitable, inclusive workforce are missing a goldmine of women and BIPOC (among other minority and subjugated groups) talent, and they are paying the price. Thankfully, CSS’ commitment to DE&I within the staffing and Salesforce consulting industries is giving voice to the muffled across its client portfolio.  

Tom Verratti, President and CFO of CSS, takes pride in the fact that “CSS values differences and works together for a common purpose. Respect and integrity have always been a part of our core values, but we recognize the need to do more.”  

Unsurprisingly, these DE&I initiatives are leading to accelerated growth. But what exactly is DE&I, anyway?  

What is a DE&I strategy? A three-layer approach   

While there are combinations of the three DE&I elements that other companies use to enhance workplace diversification, CSS uses the three-pronged diversity, equity, and inclusion model. Each piece is as integral to the next, but a successful D&I policy begins with diversity.  

Diversity, simply put, is the existence of different types of people working in one setting. This means diversity across age, ethnicity, nationality, religion, sexual identity and orientation, creed, location, physical ability, and more cohabitate in a working environment. Many organizations see diversity as the only required box to check, but it means nothing without an equity and inclusion strategy on top.  

Equity, not to be mistaken for equality, is a phenomenon that allows everyone to START on the same plane. Equity takes into account not just an employee’s demographic but dives deeper into addressing factors like socioeconomic status or natural proclivity. A natural proclivity, for example, would be that women are likely to apply for a role where they fit 100 percent of the criteria whereas men tend to apply to roles even if they only meet 60 percent. Therefore, an equitable job description may note that not every skill is needed and that hiring managers are flexible.  

Where equal opportunity gives the same resources to everyone regardless of where they are starting from, equitable opportunity caters to the differences in each person’s circumstances and distributes resources accordingly to those in more need than others. Once a workplace is diverse and those diverse individuals are given the personalized support packages needed to succeed, it is the third stage, the inclusion initiatives undertaken, that makes every employee feel like a recognized, unique, integral part of their team. 

Inclusion combats bland conformity, a disease that kills innovative ideas by hanging onto antiquated “business speak” requiring employees to “code switch” to corporately-preferred mannerisms. An inclusive environment promotes employees to express themselves as individuals without having to play a role and fit a mold within their organization when they arrive at work. Acceptance of different personal beliefs and values fosters belonging, a key sentiment to building a cohesive team while celebrating individuality. 

Join CSS as an employee, customer, or client to connect with a staffing industry thought leader in DE&I 

The CSS community is committed to leading the charge on DE&I with the expert leadership of Diversity and Culture Director, Ashlei Randolph. The five business units of CSS, CSS Professional Staffing Group, CSS ProSearch, CSS Tec, Peergenics, and CSSvSource are here to serve your staffing needs in both contingent and direct hire talent across industries as well as Salesforce servicing. Reach out to any of the five business units above or on the CSS flagship site here to lead your industry in 2023 with the best and brightest talent of all backgrounds.