Pushing Boundaries | Central Mass. employers say diversity is about more than just race
Diversity has been a buzzword in the workplace for years. But in a nation that elected its first black president in 2008, what does corporate diversity mean today?
The Worcester Business Journal asked that question of local employers and found out that diversity does indeed continue to be a priority for local employers, but is evolving beyond simply issues of race to much broader issues, such as age and even idea generation.
Out In Front
One local company that has put a lot of effort behind a broad range of diversity programs is Hopkinton-based EMC Corp.
The data storage giant’s diversity efforts are led by Chief Diversity Officer Jackie Glenn.
For her part, Glenn said she often refers to the company’s diversity efforts as part of the business strategy, not just a stack of policies in a filing cabinet.
“Our idea of diversity at EMC is more than just a social nicety,” Glenn said. “It is the way we will move forward, it is about being innovative and including different people from different backgrounds.”
EMC has nine employee affinity groups, or employee circles. In all, about 6,000 EMC employees participate in the circles, which include groups for black, Asian, and veteran employees as well as a group for working mothers. And for those that are hesitant to join an employee group, the company has also built an internal social media platform to help break down geographical barriers at EMC.
The most popular group at the company, according to Glenn, is the one focused on building and strengthening multi-generational connections.
“It’s Boomers, Gen-X, Gen-Y… Everyone’s welcome,” she said.
While diversity is often associated with multi-cultural issues, the issue of age is becoming increasingly important, according to a 2009 study conducted by the National Urban League. The report found that workplaces today include as many as four generations of employees. With people from such a wide range of ages, fine-tuning communication is crucial, and groups like the one at EMC have been found to make a difference.
Another key finding in the National Urban League report is that the number of American workers who believe their company actually measures the effectiveness of diversity efforts dropped when compared to the same study in 2004. The study also found that fewer employees believe that executives are committed to diversity.
Size Matters
While EMC has the resources and the employees to have a robust diversity program, other employers in the region are trying to boost their efforts.
Worcester-based Fallon Community Health Plan follows Equal Opportunity Employment guidelines, but does not have any specific diversity policies at this time, according to Christine Cassidy, the insurer’s senior director of corporate communications.
However, there is a process underway to change that.
“We are working with the Greater Worcester Employee Resource Collaborative to recruit employees with disabilities, but we are looking to go beyond that, to set up more formalized programs,” she said.
Employee resources for various needs do exist at Fallon, said Cassidy, but “we are looking to round out those services, to search for gaps and looks for a means to expand,” she said.
Both Glenn and Cassidy agreed that a diverse workplace has very real benefits in terms of worker retention.
If employees are happy, they stay — reducing the cost and hassle of training replacement workers, which ultimately affect the firm’s bottom line. And diversity may be more crucial for a company depending on its sector.
For EMC, Glenn stressed that diversity goes hand in hand with what they do, technology, which is all about fostering new ideas and new ways of thinking. A diverse workforce helps spur innovation, she said, resulting in gains that go beyond retention and a feel-good corporate culture.
That Was Easy
Another local company with the resources and commitment behind a diversity program is office supply giant Staples of Framingham. The company states plainly on its website that it believes “in reflecting the face of our customers through our associates.” To that end, the company actively recruits minority- and women-owned suppliers and vendors.
Diversity also extends beyond employees to vendors and even to ideas.
The company has a contest called InventionQuest where associates are encouraged to come up with new product ideas.
In the view of Staples management, the contest is about fostering diversity of thought amongst its employees. Stacie St. Andre of Dudley is an associate technician at Staples and was an InventionQuest finalist in 2007. Her invention, a collapsible wall-mounted file cabinet, won her a spot among four other finalists in her category.
“I walked away from the experience with lots of great memories and had the privilege of meeting many other talented, creative-minded people,” she said. “I’m so thankful to Staples for hosting the contest. They were open to many unique ideas.”
In the end, diversity’s positive impact on a workplace may be one of those things in life that just can’t be measured in dollars and cents.
But Jackie Glenn said that EMC’s commitment to diversity better positions the company. “As we continue this journey of inclusion, we are really going to be a company to be reckoned with,” Glenn said.
Susan Shalhoub is a freelance writer based in Dudley.
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