he business case for diversity is not a secret. There is a clear ROI for the why for diversity, equity, and inclusion:
Inclusive teams make better business decisions 87% of the time.
Firms with more diverse management teams have 19% higher revenues according to Forbes
Gender and racial diversity lifts profitability rates 20-36% according to McKinsey
There seems to be a need to keep diversity and inclusion in front of Corporate America. Some progress is being made.
The COVID19 pandemic has de-prioritized the focus on advocating & implementing changes to bring women and minority management to the forefront.
The action-ables from this in-depth and substantive article from the WSJ are solid moves for all of America to make, particularly the automotive sector.
This higher priority now needs higher leadership to take higher levels of action to achieve what is right.
The way we talk to each other at work needs to change. Remove the gender language.
Language needs to change is because the needs of those who use it change.
How men talk to women has been important socially even culturally. Now the need for change has come to work.
How we talk to each other is critical & It appears that men are getting it but slowly
The head of a major brewing company, Budweiser, steps up with a vision, dream, and strategy to not only conquer the logistics of a Pandemic market but is inclusive of people and Bud customers.
Carlo Brito seeks to foster a community that focuses on people as a sustainable business strategy.
Even touches on equality for women even tho only 2 appear to be in the management team. Buds’ “Lite-ly” objectives not to be treated lightly.
Companies in automotive and corporate America are now doing a lot of talking & focusing of the issues brought by the massive response to Black Lives Matter.
However, if what has been reported — even surveyed and measured–and history is to be examined to see if this is a repeat of past acknowledgement but no real change or changes have happened.
Now it is up to the visionary leadership of the automotive Industry to adopt and implement initiatives and programs to bring more Blacks and minorities into leadership, equity positions, and empowerments.
Women influence or actually accomplish most vehicle sales and selections. The operative functions in a dealership are handled and managed by women like HR, Finance, and Customer Service. Yet less than 25% of the auto dealership employees are females and few dealerships, OEMs, and suppliers are lead and managed by women.
It is now becoming apparent that in order for women to gain parity in automotive, they need to gain the backing of financial resources like venture funding, bank underwriting, and capital allocation. That’s where they are now going.