Pharmaceutical Market Europe • September 2021 • 14
MIKE DIXON
MIKE DIXON
DE&I – TOGETHER FOR BETTER
Diversity, equity and inclusion is much more than just about racial background, it is about trying to ensure all people are treated with equal respect and have the opportunities to achieve equal outcomes
The last 18 months has been tragic in many ways. It is, of course, very sad that it takes tragedy to catalyse change, but out of that tragedy and difficulty it does feel that for many there has been a positive re-evaluation of aspects of our lives, including how we all live and work together and better protect our world for future generations.
One such tragedy, the death of George Floyd in 2020, shone a global spotlight on racial discrimination which, consequently, has catalysed a positive response in a renewed and reinvigorated focus on diversity, equity and inclusion (DE&I) in the workplace, as well as our everyday lives. When business leaders are asked what they feel their important challenges are, DE&I features high on the list – not just with respect to their own workforce, but in how they do business holistically. Of course, when we talk about DE&I it is much more than just about racial background, it is about trying to ensure all people are treated with equal respect and have the opportunities to achieve equal outcomes.
Recognising this importance, the Communiqué 2021 awards have, for the first time, included a Leadership Award For Action On Workforce Diversity And Inclusion. Three of the agencies shortlisted, Evoke Kyne, McCann Health and Nucleus (the fourth shortlisted was Astra Zeneca) kindly participated in a joint HCA/Communiqué event and publicly shared and discussed their strategies, activities and learnings. Through this sharing we can all learn and benefit, hopefully enhancing our individual or organisational DE&I journeys. And journey is almost certainly the best way to describe it as, although we may all be at different stages, as a sector we still have a long road ahead of us.
By the time you are reading this, the award winner will have been announced. But the DE&I focus and associated activity these organisations are undertaking, and I believe others in our sector are similarly undertaking, helps to ensure that these organisations, the individuals within them and the sector are all winners.
Embedding DE&I into everything we do
Hearing the different, yet similar approaches, one thing is clear. We need to embed DE&I into everything we do. But there is a reality – you have to start somewhere. Engaging with employees and understanding what is most important to them can certainly be a help in identifying the first areas to address. Employee groups can help in providing insights and can also be great ambassadors. However, what is clearly essential is that DE&I is owned by the business as a whole. Departments like HR, or perhaps a DE&I lead, can provide resources, focus and direction, but real success only occurs when the whole organisation is actively engaged.
Similarly, true authenticity is only achieved when the leadership is fully committed and participating. To be a business leader and not feel comfortable to discuss DE&I, for whatever reason, is not an option – you have a responsibility to self-educate. Otherwise, you are part of the problem and not the solution. Working with the leadership from the outset, and activating them, is therefore an important foundation for the DE&I journey of any organisation.
Don’t wait for the data
As communicators we suggest that, before starting any activity, you should gain the insights and benchmark, so you can measure and evaluate progress. But, in addressing workforce DE&I, the message is very much ‘don’t wait for the data’. Often this is not available initially or perhaps not all in one place or easily accessible. In fact, when we consider the scenario across a global organisation, inconsistency in how and what data might be collected, or is allowed to be collected, also becomes a factor. Those who are moving successfully along their DE&I journeys suggest as long as the intent is good, and you are factoring in how you might collect data as you go along, you should not let yourself get stuck in ‘analysis paralysis’.
Remember local nuances when rolling out global initiatives
When rolling out global DE&I strategies, although the intent should be maintained, just as with our communications programmes, local nuances need to be considered. Some describe it as a ‘constant balancing act’ ensuring the intent of the overall DE&I journey is maintained while delivering with a local lens.
There is plenty of help out there
The organisations that are doing this well are not doing it alone. They recognise others can directly help and/or be strong partners with common aims. DE&I specialist consultants can help with strategy development and education. Charities working in DE&I can provide opportunities for partnerships and collaborations, or practical help in delivery, such as helping to identify potential internships or employees from diverse backgrounds.
Doing what’s right makes good business sense
For businesses, embedding DE&I into their workplace is not just good ethically, it is good business sense. Talent is critical for our sector and today’s workforce is looking for organisations that are delivering in DE&I – whether that is recruiting or retaining, leading on workplace DE&I is essential. It even enhances our ability to develop communications that resonate with our diverse and multicultural societies as we significantly benefit from a workforce of communicators that represent and can potentially better understand these audiences.
We are at the start of the journey
Embedding DE&I into our business culture is not a current trend, it is an essential foundation for long-term business success. As organisations or individuals, and at whatever stage of our DE&I journey, there is still so much more we can do ‘Together For Better’.
To hear all the discussion from this important HCA/Communiqué Shared Experience, please visit: the-hca.org/Events/Event-Recordings/Embed-DEI