Allocating Substantial Resources Including Purdue

ORIGINAL QUESTION

Do you think that organizations should invest and prioritize diversity, equity, and inclusion by allocating substantial resources including money, time, and people towards those efforts? Why or why not.  

STUDENT RESPONSE TO ORIGINAL DISCUSSION POST ABOVE

I do think organizations should invest in diversity, equity and inclusion. This should be the answer of every organization, not only from a profit perspective and/or business perspective but from a culture and inner growth perspective. Like in the Catalyst article, they explain how diversity and inclusion is healthy to the organization, especially in four main areas: talent, innovation and group performance, reputation and responsibility and financial performance. If you allocate the needed resources to support divert, equity and inclusion, your company can have a well-rounded culture and this culture won’t be possible without the most important aspect of a company which is the people. My experience, as both an intern and a full-time employee, have shown me that how companies deal with can make it or break it for future employees and for current employees. As I mentioned in one of the breakout rooms, I worked in the HR Analytics team on a company here in Milwaukee and I saw first-hand how they created a diversity and inclusion team that wouldn’t only focus on using the resources to have a more diverse workforce but also, to aid the executives in understanding how to navigate decisions regarding diversity and inclusion. With this I learned that allocating resources like money, time and people goes more than just the stage of hiring a ‘diverse person’ but it is important throughout the employee’s whole time on the company. In the ‘Numbers Take Us Only So Far’ article, they mentioned Red Venture and how they did self-assessments to close the gaps they had in their company and processes like this one can’t be successfully done if they don’t have the right team or resources.