Kristine Martel, chief human resources offi cer, Benchmark
Senior Living, said the increased emphasis on DEIB arrives as the U.S. deals more directly with the societal issues at the heart of it. “Our nation has been shaken to its core in recent years
by racial injustice and political and social divisions,” Martel said. “You have this happening at a time when the country – through legislation or court rulings – has helped millions of people fi nd their voices on topics ranging from same sex marriage to transgender benefi ts. So, more than ever, it’s a company’s responsibility to protect their employees’ rights and ensure that our workforce refl ects all members of society.” Martel said embedding the principles of DEIB into the
workforce should be important to all responsible employers. For leaders in senior living, that means making it a priority is not merely an option – it’s mandatory. “These principles seem like a given to any American work-
place, school, community, but we know that hasn’t been the case,” Martel said. “All employees want to know they can bring their authentic selves to work and that their point of view will be valued. Senior living is particularly unique in that the core of our business is creating a sense of community – places where residents and employees help each other be their best and be themselves.”
Building a More Equitable and Productive Workforce Organizations and their leaders routinely are asked today to provide evidence of their DEIB eff orts to external audiences, and their answers are aff ecting the quality of the job candi- dates they see, their success securing contracts and partner- ships, and the interest of investors. In addition to that pressure and the moral and ethical driv-
ers of DEIB, Jenkins said studies have demonstrated that a diverse and inclusive culture increases the performance and productivity of workers. “If people are frustrated, there’s lower morale, and there is
a lot more confl ict because now people don't have true oppor- tunity,” Jenkins said. “There's a gap in folks really being able to participate, communicate, contribute, and grow. Looking at DEIB through that lens, it shows its importance within the workplace.” In that vein, Smith cited Korn-Ferry research showing that
employees who work for an inclusive leader are two-and-a-half times more likely to feel a sense of belonging, and a sense of belonging leads to a 56% increase in job performance. “We know that in setting strategies, addressing challenges and pursuing opportunities, multiple perspectives are best,” Smith said. “It benefi ts us and our residents to have team members with diff erent backgrounds and life experiences.
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