EQUITY & INCLUSION


When Starting Your DEI Journey, T


he audience was leaning in at the panel discussion “Igniting Your DE&I Journey” at the 2021 Senior


Living Executive Conference in September, and the questions flew. To share the knowl- edge, Argentum Quarterly asked several of the panelists to share ideas presented at the conference.


Q. With so many areas in diversity, equity, and inclusion needing attention, it’s hard to know: Where is a good place for an organization to start their DEI strategy? WHITCOMB: For organizations just begin- ning their DE&I journey, start by evaluating quantitative and qualitative data to under- stand the current state. Composition of workforce, employee sur-


vey data, new hire and exit interviews, pulse surveys, promotions, diversity of board, pay at all levels, composition of executive team, board of directors, and employee separa- tions are just some of the many data points organizations should analyze. Evaluating your company and career site,


job postings, training programs and talent acquisition sources are also very important. Understanding your baseline is founda-


tional for prioritizing and setting realistic, well-defined, and impactful DE&I goals.


MACKEY: Metrics matter because they reveal the bigger picture of what is happening in- ternally and externally for your employees and consumers. Using data and metrics in this work is essential. Data in DEI assessments indicate gaps


and where unconscious bias may be an issue within your organization. We, as practitioners, use metrics to gain insights and help the organization make


more intelligent decisions regarding hiring, retention, and culture-building. Therefore, metrics enhance an organization’s ability to change its employees’ experiences and ca- reer trajectory based on data, rather than using unmeasurable theoretical guidelines. In short, metrics are the guardrail of your


DEI journey. This is how organizations measure where they stand currently and set goals for the future.


Q. What are some benefits of addressing DEI? MACKEY: Companies that exhibit gender and ethnic diversity are, respectively, 15 percent and 35 percent more likely to outperform less diverse peers (McKinsey). And organizations with more racial and gender diversity bring in more sales revenue, more customers, and higher profits. DEI strategies ensure the health of employees and the entire organization, which is why every organization should ac- tively build and review its DEI strategic plan. DEI strategies are an essential aspect of


building engaged and happy employees. Organizations with strong diversity climates are more likely to have employees with increased job satisfaction, higher levels of trust, and a more engaged workforce.


Q. What are some DEI factors and best practices particular to senior living? WHITCOMB: As an organization continues to mature in its DEI journey, two areas can be important for focus: • An analysis of whether those customers perceive your organization inclusive of their needs and as the type of organiza- tion with which they want to do business


• A strategy that promotes DEI outside of the company, by doing business with a variety of suppliers and vendors.


32 SENIOR LIVING EXECUTIVE JANUARY/FEBRUARY 2022


Here Are Some Milestones to Look For By Sara Wildberger


Equity & Inclusion


Akerah Mackey Diversity, equity, and inclusion specialist Vi Senior Living


Judy Whitcomb Senior vice- president, organizational strategy and effectivenes Vi Senior Living


• You cannot boil the ocean. A sustainable DE&I strategy is built


incrementally,


with continued focus on communicating progress and actions taken.


Some questions to consider include: • Do a broad range of prospects/residents and their families feel equally welcome and respected in your organization?


• To what degree do diverse customers and potential residents see themselves represented in your workforce and lead- ership team?


Q. How does an organization know that it needs to address diversity? MACKEY: While many focus on the word “diversity” in the acronym DEI, the word they should be focused on is “equity,” when trying to understand why they need a DEI action plan or strategy.


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