Our guests are Jacob Little, Glassdoor Senior Head of People Experience and DEI, and Stuart McCalla, Evolution Managing Partner. I was interested in speaking with them because of their deep backgrounds in DEI (diversity, equity, and inclusion), particularly in how DEI programs can potentially improve a company’s internal diversity and culture.
Back in 2020, Glassdoor noticed that users were joining companies that had high ratings on its platform, but once they arrived at their new employer, they found an unwelcoming environment. Glassdoor then partnered with Evolution, a coaching, culture, and leadership development firm, on a two-pronged mission: to boost DEI within Glassdoor, and to better infuse DEI principles into the platform itself. It was a complicated mission that produced some interesting results.
Here are some key takeaways from our discussion with Jacob and Stewart:
First, DEI impacts everyone. Team leaders, project managers, and even C-suite executives might think they only need to be good at engineering products or making sure teams hit deadlines, but leadership is ultimately about having the skill and fluency to recognize diversity. You need to absorb and respond to peoples’ individual experiences and culture—if you can’t do that, you’re going to have issues with retention, and your best and brightest will walk right out the door.
Second, a formulaic approach to DEI just won’t cut it. You need to make sure that team members respond to DEI initiatives on an emotional level. That way, they’ll truly internalize what the organization is trying to teach. It’s more than just KPIs.
Third, DEI succeeds when it’s working on three levels: the individual, the collective, and the systemic. You have to make sure that issues of diversity, equity, and inclusion are being addressed on every possible level, from the c-suite on down.
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