PPB August 2021

resistance. When you anticipate the resistance, you will be better prepared to work through it during the implementation of this change process toward a more inclusive and diverse culture. Recognize that what gets measured, gets done. And people want to know what’s in it for them. Regardless of position within the organization, the motivation to change will come from recognizing how this change management will and can benefit them personally. It’s important to recognize that the learning process not only benefits the organization, but by benefiting the organization, embracing a diverse strategy will positively affect all members of the organization. Finally, establish the key performance indicators for compensation. Erving: Organizations can start to invest in groups or organizations that are immersed in diverse communities in order to expand their net to capture a more diverse candidate pool. What challenges should company leaders be prepared to face when working to create diversity within their teams? Erving: Leaders should be prepared to face numerous roadblocks from employees, business partners and society as a whole. This is due to the fact that inequality in our nation has been driven by deep-rooted, long- term, unfair work practices. What does equality mean in terms of the workplace and what are some ways to achieve it? Erving: Equality means to provide the same level of opportunity and pay for the entire workforce. In your experience, what do companies struggle the most with in terms of creating an inclusive workforce? Erving: Companies struggle in creating an inclusive workforce because their HR leaders are not inclined or given the directive from the owners to be inclusive. Many of the corporate hiring directives are created to seek out candidates who resemble the owners. Because of these practices, most HR departments have very limited experience in building a diverse workforce. What is the most important lesson to remember when working toward DEI initiatives in the workplace? Erving: Always engage with an open mind. Be prepared to uncover the practices that are presented to be fair, but truly are unfair when you pull back the layers. Tina Berres Filipski is editor of PPB . More DEI Resources • In 2020, PPAI produced The Diversity, Equity and Inclusion Playbook to guide member companies through the essentials of diversity, equity and inclusion, and help them identify areas for improvement and strategies for targeted initiatives. The book is free for download at ppai.org/advocacy/diversity- inclusion/diversity-equity-inclusion. • “A Look At Race And Diversity In The Promo Industry” is a PPAI PromoTalks podcast, presented by PPB , with guests Esmeralda Anaya, marketing manager at supplier Terry Town, and Bryan James, co-owner of distributor Corporate Specialty Insignia. This 50-minute episode, moderated by PPB Associate Editor Kristina Valdez, dives into what race and diversity look like in the promo industry. Anaya and James share their experiences with everyday discrimination and offer insights into how the promo industry can become more diverse. • Join PPAI’s ongoing DEI conversation by becoming part of the Diversity, Equity And Inclusion Promo Connect community. Designed to empower collaboration among industry professionals, this community is a place to connect with like-minded individuals, ask questions and share what you’re learning about the topic in the workplace. Find it at community.ppai.org/communities. • Find a full list of industry podcasts, articles and additional resources on DEI at ppai.org/advocacy/diversity-inclusion/ diversity-equity-inclusion. 66 | AUGUST 2021 | THINK