Hartford Business Journal

26 HARTFORDBUSINESS.COM | March 28, 2022 FOCUS: Diversity, Equity & Inclusion Here's how some CT small businesses, nonprofits are tackling diversity, equity and inclusion efforts By Linda Keslar Hartford Business Journal Contributor F or nearly two years, the push to improve diversity, equity and inclusion (DEI) and the pandemic have been dominant issues in the workplace. In the wake of the social unrest after the murder of George Floyd, followed by aggressions against Asians and other minority communities, many of the state's largest employers have typically been in the headlines for spearheading new DEI efforts. But some small businesses, despite much fewer resources, are making concerted efforts to do their part. Yvonne Alston, founder of Newington-based Indelible Impressions Consulting, which helps organizations large and small implement DEI strategies, said she's seen an exponential growth in small businesses eager to receive guidance on what they should do differently. "We're regularly contacted by small businesses, both for-profit and nonprofits, that are taking a look at their culture and employee base," she said. "DEI is a big national conversation right now." The majority of employers in the state are small businesses, defined by those with fewer than 1,500 employees and $41.5 million in annual revenues, according to the Small Business Administration. For these companies, the pandemic has also highlighted social disparities and upended every aspect of work life, including record numbers leaving their jobs. That's also placed more value on putting DEI in practice for their long-term success, Alston said. "For any size company there is both the business case and human case for DEI," she said. For example, remote and hybrid work arrangements are on the rise, leaving smaller firms competing against bigger companies for talent. More than three out of four job seekers and employees (76%) report that a diverse workforce is an important factor when evaluating companies and job offers, according to the career site Glassdoor. "With the Great Resignation, or whatever you want to call the trend that has been partially born out of the pandemic, people are no longer willing to come into an organization or stay tethered to one that doesn't align with their own values," Alston said. "You can't just offer people more money and think that's going to be sufficient." DEI framework Alston and other DEI practitioners create frameworks and strategies for small businesses to measure, implement and evaluate their DEI efforts. The goals extend far beyond diversifying a workforce in terms of race, ethnicity, gender, sexual orientation and disability, among other factors, but also embedding equity and inclusion throughout the organization to create fair and sustainable opportunities for every employee. Substantial research shows that a strong DEI foundation is a win-win for businesses, not only in hiring and retaining talent but also fueling higher revenues and profitability, better decision making and innovation, among other advantages. When done right, DEI initiatives result in systematic changes across an organization's ecosystem, impacting partners, suppliers and customers, said Andrea Hawkins, founder of Glastonbury-based Leading Culture Solutions, a consulting firm that's been guiding many small business clients through DEI efforts. "Spring 2020 was a turning point and interest has really accelerated since then," Hawkins said. While small businesses may lack the resources of Fortune 500s, their nimbleness can be an advantage in building an inclusive and agile culture. "They're small enough to be able to pivot and make the changes, where for larger organizations, culture transformation can be like trying to turn the Titanic," Hawkins said. However, she cautioned, "You're not going to change your culture in a week." Long-term commitment While surveys show more companies have improving DEI as an objective, two out of three are in the first steps of implementing strategies, according to a study by the HR Research Institute of hundreds of companies, both large and small. "DEI is a long- term commitment," said Alicia Washington, director of marketing at HRP Associates, a Farmington-based architecture, environmental and engineering consulting firm, with 120 employees at 11 locations, including out of state. Two years ago, Washington, also a principal at the firm, approached C-suite leaders with the imperative to launch a DEI initiative, in part so they could realize their goal to double the company's size over the next decade. Like many firms in the architecture, construction and engineering sector, HRP's workforce is predominantly white and male, she said, and the lack of diversity affects potential growth. Andrea Hawkins, founder of Glastonbury-based Leading Culture Solutions. Yvonne Alston, founder of Newington-based Indelible Impressions Consulting. PHOTO | CONTRIBUTED PHOTO | CONTRIBUTED Alicia Washington

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