Report: Companies making cuts to DEI programs

Summary

Dr. Arthur Langer from Columbia University's Teachers College discusses the concerning trend of companies cutting diversity, equity, and inclusion programs despite their importance. As the founder of Workforce Opportunity Services, a non-profit that matches talent with companies, he emphasizes the need to integrate diverse workforces to reduce risk and enhance business. The organization helps companies assimilate talent by providing training and support, aiming to create a clear value proposition for diversity that resonates with line managers and business leaders.

Takeaways

• 🌐 Companies are increasingly cutting their diversity, equity, and inclusion programs according to a report by Development Dimensions International.
• 👨‍🏫 Dr. Arthur Langer, a professor and founder of Workforce Opportunity Services, discusses the corporate trend of reducing diversity initiatives.
• 🔍 The challenge is to assimilate diverse talent at the operating level within organizations, which can be difficult for line managers focused on margins.
• 🤝 Workforce Opportunity Services helps organizations by providing talent with healthcare insurance, schooling, specific training, and professional skills.
• 🛡️ Hiring a diverse workforce is identified as a way to reduce risk, with the organization acting as a bridge between talent and companies.
• 💡 The importance of diversity is emphasized, with the value being in not just having a diverse workforce, but being diverse and leveraging that diversity.
• 🎼 Dr. Langer suggests that winning over day-to-day managers is key, as they are more likely to request diverse talent once they see its value.
• 🏢 The nonprofit Workforce Opportunity Services was born out of a research study at Columbia University, focusing on job placement for diverse groups.
• 🏭 The study involved individuals from The Drew projects and aimed to understand the cultural transformation needed for successful job placement.
• 🎓 Workforce Opportunity Services has expanded its focus to include high school students, college graduates, and veterans, recognizing the talent in each group.
• 🔑 The organization's approach is to prepare individuals for the workforce and create a fair playing field, highlighting the need for cultural adaptation and risk management in hiring.

Q & A

Why are companies cutting their diversity, equity, and inclusion programs according to the report by Development Dimensions International?

The report does not explicitly state the reasons, but Dr. Arthur Langer suggests that operating units or line managers might be driven by profit margins and the need to get things done quickly, which could lead to a reduction in such programs.

What is the role of Workforce Opportunity Services as founded by Dr. Arthur Langer?

Workforce Opportunity Services aims to help organizations assimilate talent at the operating levels by providing diverse workforces with health care insurance, schooling, specific training, and professional skills development.

How does Dr. Langer describe the difference in approach between Workforce Opportunity Services and traditional talent finding methods?

Dr. Langer emphasizes that Workforce Opportunity Services not only finds the right matching talent but also hires them for a period, provides them with benefits and training, and works closely with line managers to ensure a smooth integration.

What is the importance of having a diverse workforce according to Dr. Langer?

Dr. Langer believes that having a diverse workforce is valuable because it reduces risk and brings in different perspectives and talents that can be harnessed for organizational success.

What does Dr. Langer mean when he says 'it's one thing to have diversity, it's another thing to be diverse'?

Dr. Langer is highlighting the difference between merely having a diverse workforce in terms of numbers and actually leveraging the value of that diversity to create a truly inclusive and effective work environment.

How does Dr. Langer describe the challenge of cultural transformation in the context of hiring a diverse workforce?

He mentions that while the talent is available, the challenge lies in the cultural transformation within companies, especially public corporations, which can be risk-averse and may not readily embrace change.

What was the origin of Workforce Opportunity Services?

Workforce Opportunity Services originated from a research study at Columbia University conducted by Dr. Langer, which focused on providing job opportunities for individuals from The Drew projects.

What was the initial target group for Workforce Opportunity Services when it started?

The initial target group was high school students, but the organization later expanded to include college graduates and veterans.

How did the involvement of PSEG, the Energy company, influence the direction of Workforce Opportunity Services?

PSEG's involvement led Workforce Opportunity Services to discover a pool of diverse college graduates who were struggling to find jobs, prompting the organization to extend its services to this group.

What was the catalyst for Workforce Opportunity Services to start working with veterans?

The catalyst was a request from Prudential, who wanted to engage with veterans, recognizing the potential and the value these individuals could bring to the workforce.

How does Dr. Langer view the talent pool among veterans?

Dr. Langer sees veterans as a rich source of talent, each educated and trained in various fields, and believes that they can significantly contribute to the workforce if given the opportunity.