Diversity, equity and inclusion has become a bit of a buzzword. For many Americans, the term has taken on a negative connotation, but several Arkansas companies are pushing forward, and officials said their businesses have benefited greatly from the extra care toward making sure everyone has a seat at the table.
“DEI initiatives can have potential downsides, such as tokenism, division or merit-based concerns,” said Dante Leo, human resources business partner manager at USAble Life in Little Rock. “If the DEI efforts seem superficial and don’t lead to genuine inclusion, they can alienate employees.”
Dante Leo
Some organizations have shifted to the term IED to add distance from the political baggage associated with the term “DEI” and to put more focus on inclusion. Regardless, Leo said it is still worth pursuing and a priority for his company. Some of USAble’s DEI efforts include the introduction of employee resource groups, which educate employees through guest speakers, community engagement, supporting charitable diversity causes, and constantly looking to improve partnership and collaboration within the organization. The company has created four ERGs and hopes to add a fifth, he said.
“Overall, we feel that our employees have welcomed the DEI efforts,” Leo said. “It was out of our engagement survey that their voice was heard, which ultimately led to the establishment of our ERGs.”
Other companies have taken similar measures. Arvest Bank launched eight associate impact groups that focus on specific niches of the community and provide associates with opportunities to learn, volunteer and contribute business ideas.
“At Arvest, our DEI strategy is based on three pillars: associates, community and business,” said Cinthya Allen, the bank’s diversity, equity and inclusion officer. “All of our DEI programs and efforts connect to one or more of these pillars. Our DEI efforts also reflect the Arvest core values we lead with — communicate openly, strive for excellence and drive change. If you consider these values, you can see how DEI, this people-focused mission, actually equips our associates to activate our core values.”
Cinthya Allen
Like many other companies, the efforts at Arvest are led by a DEI officer. Allen accepted the position in 2022 and said the role is “important for driving a strategic approach to how we activate, engage and empower our associates, as well as to how we drive change in the communities we serve.”
The process of becoming a DEI officer depends on lived experiences, technical knowledge, business acumen and leadership skills, Allen said, but Arvest “believes all of our associates can be DEI leaders and continuously invite them to attend DEI programs, expand their exposure to better empathize and understand others, and recognize where gaps exist to drive change and equity.”
Allen’s career includes 18 years at a Fortune Global 50 company, where she led DEI programming on a local, national and international level. She said one of her greatest accomplishments includes growing the AT&T Hispanic Employee Group, HACEMOS, from 900 members to more than 11,000 members and increasing its presence from 12 chapters to 42 chapters across the country and in Puerto Rico. She has also initiated policy changes to increase workplace inclusion while working in government and served on various commissions and committees.
Allen is certified by the National Diversity Council and Cornell University in New York in diversity and equity HR policy, as well as being a certified Americans with Disabilities Act coordinator.
The ERGs at USAble, meanwhile, conduct training, host diversity and inclusion literacy events, and celebrate diversity and awareness months and days.
Leo said cultivating a culture of equity is not only the right thing to do, but it also empowers workers, customers, partners and the broader community to be open, innovative, curious and collaborative. He called DEI a “focal point of our organization.” Overall, companies that make the effort agree it is good for business.
“We not only value diversity; we encourage it, we seek it,” Leo said. “That’s why we are dedicated to changing how we see each other and how the world sees us. Together, we champion a diverse workforce and foster an inclusive culture. Everyone should be seen, heard, valued and empowered to succeed.”
Allen called DEI a methodology “founded on creative value, opportunity and maximizing outputs by considering all aspects of the individual involved.”
“This ensures we account for diverse perspectives, lead with accountability to ensure access gaps are mitigated and consistently create spaces of belonging, which drive inclusive environments,” she said. “When DEI is applied in a corporate space, return on investment increases because the most valuable corporate asset, its people, are engaged.”
How much DEI affects the various people groups depends on who is asked. Some argue it covers all groups like a blanket, while others say it can be more impactful for certain demographics.
“Because DEI’s ultimate goal is belonging, it transcends one’s diverse attributes such as race, gender, religion, sexual orientation, socioeconomic status, mental and physical conditions, and generational differences,” said Tamika Edwards, director of human resources and employee engagement at Southwest Power Pool in Little Rock. Her role encompasses leadership of the company’s DEI strategy. She has more than two decades of experience in social justice, public policy, government and community outreach.
Tamika Edwards
Edwards said there is no downside to DEI and that the work is “firmly embedded in our corporate HR practices” and “vitally important for increased employee engagement and ultimately successful business outcomes.”
“As our culture becomes more aware of the intentionality necessary to create and foster belonging, DEI will continue to grow beyond its perceived limited scope and become inextricably woven into the fabric of our everyday lives and businesses,” she said. “Everyone wants and deserves to feel a sense of belonging where they work, play and live.”
Her counterparts said DEI initiatives can affect different generations in various ways, and younger generations such as millennials and Gen Z tend to prioritize it much more in the workplace. The younger crowd is more likely to actively seek out employers with strong DEI commitments and is generally more receptive to discussions about equity and social justice, Leo said. On the other hand, DEI ranks lower on the list of workplace priorities for older generations. Leo said the older generations are often less familiar with DEI concepts and view them as unnecessary.
“Successful DEI initiatives involve bridging these generational gaps through dialogue and training,” Leo said.
Today, much of this work begins before an aspiring employee enters the workforce. Students today are taught more than ever to consider first and foremost inclusivity and equity.
“Just as DEI efforts are important in the workplace, they’re equally important in the classroom,” Leo said. “It improves cultural awareness and critical thinking.”
Allen said different age groups may have different views on DEI, and those perspectives can all be very different.
“Ultimately, the power of inclusion exists when individuals begin to understand those that are different from them,” she said. “This goes both and all directions. In a world that is continuously becoming more diverse and where communication is increasing at the speed of time, we cannot afford to miss the connections that happen with our associates, customers, and communities.”
Every generation is unique due to social, environmental and global events that influence members’ lives, as well as the evolution of technology, she added, and those differences make DEI “an important element to all generations.”
What is next for DEI? The experts in the selected companies said they will continue to strive for more understanding. They plan to champion causes, look at new opportunities to make meaningful changes and listen to the voices of their employees.
Allen said there can be no downside when it is understood that the outcomes help leverage strengths, and everyone has some diversity of thought and experience to bring to the table.
“It is important to understand that any type of business or industry’s success is measured by the ability to connect with its associates and customers,” she said. “Consider that diversity, equity, and inclusion is not a political position or a tactic that helps only one group or another. A solid diversity, equity, and inclusion business plan drives growth for everyone. DEI is as critical as a marketing plan, research design, financial analysis or any other part of the business. DEI is a business imperative.”
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