When George Floyd died on the streets of Minneapolis earlier this year, the demand for social justice reached new heights. While Floyd was far from the first Black person to experience police brutality and systemic racism in recent years, his death signaled a turning point in the nation’s fight for racial justice. As global protests erupted, leaders were forced to face the ugly truth: there is still much to be done in order to achieve true equality.
Over the past several months, companies across the nation have focused greater attention on driving diversity, equity and inclusion (DEI) internally. In an attempt to foster more diverse and inclusive cultures, many have developed new initiatives and employee-led groups dedicated specifically to DEI.
From making data-driven decisions to adopting distributed team models, there are many different ways that companies can improve DEI, yet many organizations still struggle to adopt new strategies and effectively put them into action.
For two Los Angeles tech companies, driving DEI has become an integral part of their daily operations, and it involves facing the truth, enacting solutions and developing a solid strategy. Leaders at Fandango and BCG Digital Ventures recently checked in with Built In LA to talk about the initiatives they’ve led and share advice on how other companies can improve diversity, equity and inclusion within their organizations.
What's the number one thing every tech company should do right now to improve diversity (of all kinds) in their organization?
Understand the data. You’ve got to thoughtfully analyze your demographic data to identify where the issues and opportunities may lie. Don’t just look at people of color as a group without digging deeper within that group. Additional data to explore includes diversity by level, promotion rates, turnover and exit data. For a deeper dive, consider gathering data around “time in role” prior to promotion, opportunities to lead project teams (which might not be captured in initial census data), exposure to internal and external speaking opportunities and access to internal champions and advocates. You want a clear picture of diversity, then you can focus your attention on where to spend improvement efforts.
Aside from driving diversity, what's the number one thing every tech company should do right now to improve inclusivity and/or equity in their organization?
Focus on narratives. Once you’ve got a clear picture of the data, you need to understand the context and culture that help to explain the numbers. Most will enlist small groups or engage in one-on-one conversations to create an open environment to hear from employees. This can be helpful. I would take a multi-pronged approach to how you decide to listen to people’s perspectives and experiences. Most importantly, consider who is gathering the information and what assumptions or biases they may bring to the conversation. Are they internal/external? If internal, what type of power do they have in the organization? Will the broader organization trust the overall process of gathering this qualitative feedback? Remember, narratives help us understand perceptions and the degree to which an organization is inclusive and equitable.
You want a clear picture of diversity, then you can focus your attention on where to spend improvement efforts.”
Of all the DEI initiatives you've led, which has been the most impactful, and why?
I recently designed a re-imagined diversity council, Palette, that provides business advisory services to the company regarding products, services and processes. Additionally, Palette is a vehicle for employees to initiate proposals for the company to consider and sponsor. It is a cross-functional diverse group with representatives across our business lines and employee resource groups. Palette is sponsored at the highest levels of our company, and it would not exist without it. Ultimately, Palette helps us make better decisions because our lens is broader and more diverse. Though we are still in the first year, we have already seen some impact. I am excited about the possibilities to continue to grow incrementally as we support business goals and the environment for our people.
What's the number one thing every tech company should do right now to improve diversity (of all kinds) in their organization?
Align external DEI statements and commitments with internal action. External statements mean nothing if you aren’t committed to improving diversity, equity and inclusion internally within your organization. People see your lack of action — and will call you out if you aren’t walking the walk. Align your external commitments with internal DEI metrics.
Aside from driving diversity, what is the number one thing every tech company should do right now to improve inclusivity and/or equity in their organization?
Be transparent about where you are on the DEI journey. Have difficult conversations with your leadership teams and staff. Tell the truth. Share the data. Create a plan that is integrated into your overall business strategy. Define success. Hold your organization responsible for delivering results. Track results.
Hold your organization responsible for delivering results. Track results.”
Of all the DEI initiatives you've led, which has been the most impactful, and why?
The most impactful DEI initiative I’ve led is supporting, navigating and educating BCGDV through the aftermath of the death of George Floyd — provoking discussions around Black Lives Matter at work and shining a light on the injustice and inequality Black people around the world face on a daily basis. Fortunately, I was able to leverage data sourced from BCG case studies and articles to quantify the ROI of this work in addition to coordinating panel discussions highlighting the lived experiences of senior Black BCG advisors.
