A thought-leadership piece by Jaime Klein, Chief Talent & Integration Officer, Schlesinger Group
Belonging is human. We all want to find our place, connect, and be heard. To contribute and be someone. Schlesinger Group knows that diversity, equity, inclusion, and belonging are needed. We have committed—we took the pledge. Much more importantly, diversity, equity, inclusion, and belonging are what we all want, what our employees want. So delivering on our promises means being aware that this goes well beyond the metrics and not everyone is going to be comfortable.
The data uncovered in The GRBN Global Diversity, Equality & Inclusivity Survey report indicates many opportunities for improvement in identifying, addressing, and supporting DEI&B in the market research sector and beyond. But, make no mistake, this is a hard lift, and the only way towards sustainable, balanced, and committed change is to start with an honest view of your organization’s culture.
The core of any valued and protected corporate culture should be a foundation that engrains that feeling of belonging. But how does that show up day-to-day? The best way to make this visible is through how we share, listen, and learn. To be open and create opportunities for employees to voice their unique stories, feelings, experiences, concerns, and ideas.
The core of any valued and protected corporate culture should be a foundation that engrains that feeling of belonging. But how does that show up day-to-day? The best way to make this visible is through how we share, listen, and learn. To be open and create opportunities for employees to voice their unique stories, feelings, experiences, concerns, and ideas.
At Schlesinger Group, we recognize that race, inequality, bias, and inclusion can be an uncomfortable conversation. Some fear they will say the wrong thing. Others may feel inconsequential and unable to make a meaningful impact. Our commitment is to ensure that every voice is heard and, more importantly, to show our employees that every voice matters. It is the basis for how we want our employees to experience our culture every day. And it is our commitment to deliver and support a diverse workforce operating within an inclusive organization.
To make strides towards this, Schlesinger Group started small by creating Employee Resource Groups (ERGs) to give our employees their own platform and voice to different underrepresented groups. Currently, these include PRIDE: Promote Respect, Inclusion & Diversity for Everyone, SWAG: Strengthening Women Across Generations, UNITED: United Against Racism, and WELLNESS. In addition, we created an employee-led DEI&B Advisory Council who acts as a change agent and industry mirror to help us as a business engages in the industry and with our diverse clients and respondents inclusively and equitably.
Through the actions of these groups, we have shaped policies, expanded awareness, and seen employees being their authentic selves at work.
While DEI&B is transformative, we know that it must be owned, believed in, and invested in—to take flight.
Jaime Klein,
Chief Talent & Integration Officer,
Schlesinger Group
