These steps are important for an organization with diversity, equity and inclusion goals to genuinely address systemic problems, helping to ensure that good intentions are backed by lasting results. Robert Livingston, a lecturer in public policy at Harvard Kennedy School, points out that a company’s best intentions and rules don’t always translate to opportunity for everyone. Whether you’re a business owner with the goal of increasing racial equity, or part of a larger corporation that wants to expand its diversity efforts, training and intentional outreach can benefit both sides. Wanda Brackins, global head of diversity for RBC Wealth Management-U.S., agreed that certification and understanding the process of working with larger corporations can increase inclusion. While states and cities have their own certification organizations, you can accomplish the process through the Small Business Administration (SBA) and organizations, such as the National Minority Supplier Development Council (NMSDC) or the Women’s Business Enterprise National Council (WBENC), Billups suggested.
While a company might make statements and establish policies to promote diversity, it isn’t always enough to make a lasting difference. For example, he cites a study that found Black candidates had callbacks increase from 10% to nearly 26% after they “whitified” their names and other aspects of their resume. Notably, these results were obtained from a company with a stated commitment to diversity. Any size business can combat inequity by taking small steps to be part of positive change. “You can also get certified as a small and/or diverse business, which can help those companies with an active focus on diversity find you,” Billups explained. “The key is to be intentional across the board and to bring together the different groups that can address what people really need,” said Mendoza.
