Do You Overcomplicate Issues Including DEI?
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Attract the Right Job or Clientele:
Do You Overcomplicate Issues?
A recent discussion about the dismal results of improving DEI (diversity, equity, and inclusion) could be much better. Suddenly, a simplistic starting point came to me for those who honestly desire to improve their standing with employees, their status, and fair treatment for all.
Over the years, I have realized that simplicity works best wherever possible and is often possible. People may scoff that our approach needs to be more complex and downplays whether we have a functioning brain. On the other hand, when prospective clientele can understand what we are conveying, they feel relieved and motivated to purchase from us.
Steeped into the concept of simplicity when working with others, an old-fashioned idea, conceivably a good one nonetheless, comes to mind for establishing fairness all the way around. The first step is to decide if you prefer an Excel or Word document to capture the necessary elements as we begin to chart out where a company stands today to make improvements for tomorrow and the future.
Create The Chart
- Begin with Titles such as CEO, Vice-President, Director, Manager, and Staff.
- Underneath each title, list the names of all employees holding the particular job title.
- Next to or underneath each name, capture their yearly salary.
- Then note all the benefits awarded to each person, including vacation time.
- Underneath earnings, record the person’s heritage.
- The last note under cultural heritage is to note the person’s gender identity.
For each title, note the earnings range and whether there are discrepancies among males, females, and transgender people. Similarly, note the difference in wage earnings among people of varying heritage. For those whose careers earn bonuses, note those amounts among all employees entitled to achieve them.
Every person under a specific title should earn the same amount. For any discrepancy, albeit gender or ethnicity, a concerted effort to fix the discriminatory pay is to be front and center. Ignoring the situation does not resolve the issue at hand.
Should it be evident that gender or race receives greater rewards than the rest, it is time to level the playing field for equality. If no action prevails, truth be told that you don’t care about the discriminatory behaviors. The downside is that loyalty among staff will be minimal to influence an ongoing ‘revolving door syndrome.’
Humor But Not So Funny: The Employee Hit List
At my first job, I was astounded by the people who entered the sales team, but within a few months chose to quit. The list grew substantially over the year. I decided to capture all those names on a document and add the columns next to each person’s name containing Dates of Hire and Quitting.
At the end of the year, upon having my hard-earned client list handed over to the men and my quota tripled for the following year, I submitted my resignation letter and added my name to the list. But I took an extra step!
One confidant on the sales staff was working in the San Francisco office. I faxed (technology of the day) my final ‘Employee Hit List’ to him. I was unaware the Sales Director worked at that office for the day. Worse, he was standing at the fax machine as my list arrived. I learned that he got so angry he had to leave for the rest of the day. Why? It reflected poorly on him and his poor management style, as I was also discriminated against at every turn, including not being paid for earned bonuses and the need to go to court.
The choice is up to each employer whether to treat all employees equally or not. If the latter, the cost of the revolving door syndrome (hire, train, let go, re-hire, retrain, etc.) is so high and makes it well-worthwhile to take simple and straight-forward-action to right the wrongs via the suggestion of the spreadsheet above. The bottom line depends upon doing better for all employees.
The unspoken treatment, either good or bad, reaches the ears and eyes of your audience. By enabling a well-satisfied staff via equality and inclusion, the goodwill extends to clientele. By improving equality in-house and being inclusive of all input, a far more robust business strategy will likely develop, creating a far more robust bottom line.
Your Story: Do You Overcomplicate Issues?
You may believe the simplistic approach to realizing whether your efforts toward DEI need improvement may be ridiculous, but it may prove worthwhile giving it a try. Pay inequities instantly become evident, and you will know where to begin. Otherwise, you and your company will experience the revolving door syndrome that is quite costly. Additionally, the constant need for training new hires is expensive, plus the time necessary to function as you expect they will take close to a year. That, too, will adversely affect the income of the business.
Assumptions about only a specific gender or heritage knowing what is best for the business repeatedly prove wrong and can be a financial drain for the company. The collaborative spirit will take hold by turning the atmosphere around to an inclusive, welcoming of all ideas and people, and business growth is far more likely to expand.
In Conclusion: Do You Overcomplicate Issues Including DEI?
No one does well when they experience the treatment of inferiority. Motivation disappears, the desire to quit increases, and hiring replacement employees soon becomes necessary. Admission of whether you are doing right by all or only some will steer you in a better direction. As the sales expression states, do not overcomplicate issues; keep it simple!
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Sales Tips: Do You Overcomplicate Issues Including DEI?
- Resolving issues requires admitting to whether you overcomplicate issues.
- Admit upfront if you believe improvement regarding inclusion, diversity, and equity is necessary.
- Admit whether all genders have a fair opportunity to provide input and feel a part of the team.
- Likewise, ensure that people of a varying cultural heritage feel an equal treatment is theirs.
- If complaints are common, review the subject matter for repetitiveness and attend to the fix.
- Strategize how you train employees and ensure they are comfortable within your environment.
- Ask your staff how they view improvements to make the environment more pleasant.
- Accept all suggestions for improvements and monitor one by one the benefits of each.
- Express appreciation for all team members.
- Celebrate Success!
Today’s insights are provided to help you achieve the Smooth Sale!
RESOURCES FOR PERSONAL AND BUSINESS GROWTH:
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Growth Hackers – Helping businesses globally grow with lead generation, growth marketing, conversion rate optimization, data analytics, user acquisition, retention, and sales.
Inclusion Allies Coalition “Everyone is welcome here.” Learn more to train teams and join the advocacy program.
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Lotus Solution LLC Helps organizations create diversity and inclusion to ensure fairness and work through customized consulting, training, and keynote speeches.
Onalytica Find relevant influencers for your brand.
SalesPop! Purveyors of Prosperity; how to compete against yourself to excel in your career.
Simma Lieberman, “The Inclusionist,” helps develop inclusive leaders from the inside out to champion diversity and build equitable, inclusive cultures at every level.
Vunela Provides a unique opportunity to view Videos and read articles by World Leaders.
WebTalk is the one-stop platform To build your marketplace and grow social connections.
Win Win Women is the world’s only interactive network and an international community for women. Women WIN when they receive solutions + Experts WIN when they provide solutions = Win Win Women.
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