Becoming WBENC-certified brings a range of benefits for our firm—including access to a broad network of support for women entrepreneurs, increased visibility within corporate and government supply chains, and opportunities for targeted business growth. A strong commitment to diversity, equity, and inclusion (DE&I) has been a part of ATR’s culture since our founding, and WBENC certification is a demonstration of our ongoing efforts in this area. I’m really proud of our team!

Leading by Example as a WBENC-Certified Women’s Business Enterprise

The benefits mentioned above are just one part of the story. For me, it goes beyond the tangible. Of course, I am happy to have more visibility and opportunity, especially with corporate and government buyers, but I am also looking forward to sharing our experiences with others.

A key part of our DE&I commitment is serving as a role model and sharing what we’ve learned in 35 years of business as a minority- and woman-owned business. Giving back is as important and beneficial as receiving. Whether we’ll be sharing information, making an introduction or recommendation, or simply supporting a fellow business owner with words of encouragement, I know these moments will be meaningful and important to me. I hope they’ll be beneficial to others, too. Our goal has always been to be a leader in DE&I, and this new certification will help us continue toward that goal.

I have been lucky to have many wonderful mentors throughout my career. Teachers, coworkers, colleagues, fellow business owners, and (of course) my parents who founded ATR—many people have helped me learn, grow, and achieve greater success. As I’ve become a more seasoned executive, I’ve been committed to doing the same for others. This is not to say that I don’t have more to learn myself—I do! I plan to continue listening and learning. But I also know how rewarding it is to help others, and how I learn and benefit when I’m doing so.

I know that our company is strong because we have embraced and nurtured diverse talent in our own ranks, as well as in our business of putting people to work. I’m proud to be a Hispanic woman business owner, and I’m pleased to work alongside a team of incredible women in leadership roles at ATR. We want to continue to lead by example and help through intentional, purposeful action.

Expanding Your Professional Network

Our WBENC Certification is new, but we’ve been certified through the National Minority Supplier Development Council (NMSDC) and affiliated with the National Hispanic Chamber of Commerce for years. These organizations have been very helpful in ATR’s growth and success, which is how I know that WBENC will play a similar role and contribute to similar results as we move into the future.

I strongly encourage other women and minority business owners to join. Whatever certifications you qualify for can truly help your company achieve next-level success. The support from and camaraderie with other owners, coupled with the practical benefits of greater visibility with corporate buyers, is powerful. Yes, it’s a process, and yes, it takes time and effort, but please, take advantage of it!

Want to know more? Need help getting started? Reach out to me. I’ll be happy to help!

The post How ATR Will Drive Progress as a WBENC-Certified Women’s Business Enterprise appeared first on ATR International.

People—whether they are potential customers, employees, or vendors—feel more positively about and are more likely to choose brands that align with their values. In spite of this, the value of DE&I is often questioned. When it comes to procurement and supplier diversity, it can be challenging for program managers to obtain the budget and support needed to operate at a highly effective level. 

However, supplier diversity programs are incredibly important to MBEs. We’ve experienced the difference they can make first-hand. ATR started as a small, two-person operation—which is how most businesses begin—35 years ago. Along our journey, we were fortunate to work with many large businesses (including Fortune 500s) that had supplier diversity programs, which proved instrumental in helping ATR grow into the company it is today. These corporations were committed to our success, and they put that commitment into action. 

Our experience working with corporate diversity programs across the spectrum of industries has helped us identify what makes these initiatives successful for both parties. These are three key supplier diversity program best practices we’ve encountered. 

Fostering Improvement 

The best supplier diversity programs help MBEs become better businesses. Companies have high standards for their suppliers, as they should, and want to do business with well-managed, successful companies. Effective programs offer assistance to MBEs to help them meet these standards. 

For example, supplier diversity programs can help MBEs become certified and implement appropriate systems and processes to ensure stability and long-term growth. Companies may offer seminars on their procurement processes and how to do business with them, which makes global procurement feel less daunting.

Some supplier diversity programs even provide educational opportunities for MBE leadership, sponsoring them in formal executive and business management programs. Organizations that adopt this practice understand that investing in MBE executives helps them grow their business and become stronger companies, which ultimately makes them better business partners and more valuable members of the company’s supply chain. 

Networking and Leveraging Connections 

I was reminded of the value of connections when I attended a recent diversity conference. One of our large financial services clients included ATR in a networking event, during which they introduced us to people from companies in their business network that might need our services. An introduction like this is amazing. Give us the opportunity, and we’ll do the rest! 

Seriously—helping MBEs connect with potential clients makes a real difference. New clients lead to more experience, which allows for improvement and growth. 

Encouraging Tier 2 supplier diversity within your organization—whether informally or, even better, through a formal program—is another good idea. For MBEs, a Tier 2 role can be an effective starting point for their path to Tier 1 status.

Committing to the Relationship and Frequent Communication 

Communication is the key to any good relationship, and that holds true in business as well. Companies with effective supplier diversity programs remain open, honest, and committed to working with MBEs for the long haul. 

One way supplier programs optimize their relationship with MBEs is by bringing firms on in stages, either with smaller buys or a focus on one division at a time. They recognize that no supplier jumps headfirst into a huge contract on Day One. This is especially true for MBEs, which tend to be newer or smaller businesses—though I would stress that not even an established firm like ATR does that in a complex global environment. 

By allowing time for a “getting to know you” phase, the best supplier diversity programs give MBEs a chance to get to know the company better and establish early success to build on. 

This strategy should be coupled with open and frequent communication, which helps an MBE understand the nuances of your company and how best to work with your buyers and procurement program. Programs that encourage more intimate supplier relationships have helped us develop extremely successful partnerships. 

Develop a Strong Supplier Diversity Program 

We are grateful for the amazing people we’ve worked with in supplier diversity programs over the last 35 years. Working with these corporate partners has been critical to our growth and success, and I encourage any rising MBE to seek out good corporate programs. If you are willing to listen, learn, and do the work needed to improve your company, the rewards will follow. These programs provide critical assistance to small companies and MBEs trying to break into the corporate supply world, so I also encourage leaders to continue to invest in and support these efforts. It’s not just the right thing to do; it’s also the smart thing. 

 
Ready to improve or kickstart your supplier diversity program? Download our guide today. 

The post 3 Supplier Diversity Program Best Practices to Drive Mutual Success appeared first on ATR International.

In my early days, I grew up at my grandparents’ business. I watched them help customers as I played with my favorite childhood toys. I loved being with them and eventually became fascinated by their work. I paid close attention and quickly volunteered to answer the phone and assist with customers’ questions – a tiny 5-year-old assistant that could barely see over the counter! My grandparents left a legacy, and I learned the value of hard work in the business world from them. My grandfather came from Mexico and built a successful multimillion dollar business for his wife and family. I remember my grandfather telling me: “Always be a woman of your word. If you commit to something, do it.” It’s advice I have tried to follow every day of my life, especially in my professional career.

ATR’s Historia

In honor of Hispanic Heritage Month, I wanted to share my story with you, celebrating a sliver of my family’s story, one that is threaded into the rich tapestry of America; after all, it’s the basis for my passion in my current role. As I reflect on how my career has come full circle, I feel fortunate that I continue to work for a Hispanic-owned company. ATR was co-founded 34 years ago by Maria and Jerry Brenholz, immigrants from El Salvador and Poland, respectively. In the past few years, their daughter Andrea has taken the reins as CEO. The entire familia is yet another wonderful example of the contributions Hispanic Americans make to our country.

ATR helps companies across the US manage their workforce needs and meet their business goals. We help people find fulfilling and rewarding work; we’ve connected more than 35,000 individuals with career opportunities since our doors opened. We are committed to ethical business practices and treat everyone fairly and without bias, always striving to do business with companies that share these same values. Our entire company actively supports the Hispanic community, especially its entrepreneurs, women, and those trying to grow their minority business. As a member of many organizations that promote Hispanic and other minority-owned businesses, ATR shares our experience and knowledge whenever possible, attending numerous events, serving on discussion panels, and providing important financial support where needed.

How Mi Vida Continues

My role as Head of DE&I is the embodiment of that commitment. As a Hispanic woman-owned company, we understand the importance of diversity and the specific challenges that arise in the business world. A more equitable, inclusive economy makes our country stronger, and we want to participate with like-minded people to help create that world. My own outreach is always reciprocal—I strive to learn and share knowledge in equal measure so our company can be a better advocate in furthering the cause of Hispanic suppliers and workers. We’re committed to continuous reflection and improvement in our internal efforts to create a culture that lives out those values. In fact, we recently implemented a new diversity training program to show our employees what DE&I means to us as an organization, complete with a company-wide survey. We are still learning from the valuable feedback we received.

Our company has been fortunate to be recognized as a top Hispanic business for our efforts and success by several organizations, including:

• US Hispanic Chamber of Commerce
• Staffing Industry Analysts
• Silicon Valley Business Journal
  • SVBJ also put Andrea on their 40 under 40 list and named her a Latino Business Leadership Award winner
• Stevie Award for Ethical Sales
• NMSDC’s 2017 National Supplier of the Year

Additionally, I was recognized as a DE&I influencer by SIA last year. I am a little uncomfortable mentioning all this—I know there are several other organizations out there paving the way for Hispanics! But at the same time, I am proud of what ATR has achieved, and I am extra proud to celebrate it during Hispanic Heritage Month. ATR is one of more than 400,000 Hispanic-owned businesses in the US, a steadily growing number that employs millions of people and contributes nearly half a trillion dollars to the economy. To be sure, Hispanic-owned businesses are opening at a faster rate than any other group.

Those numbers represent the enterprising men and women following in the footsteps of my grandparents, Andrea’s parents, and generations of Hispanics who came to America in search of a better life. They represent our heritage of self-determination and hard work. They are following the tradition of generations of Hispanics who have made the United States their home. I celebrate my heritage, along with millions of other proud Hispanics, and I honor my family’s legacy. ¡Gracias Abuelo!

How are you celebrating Hispanic Heritage Month? If you want to hear more about how other minority leaders are making an impact, check out my podcast, Latina Leading Diversity, to her more inspiriting stories!

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The post La Celebración of Hispanic Heritage Month appeared first on ATR International.

Certifications

Becoming a certified Minority Business Enterprise (MBE), Women Business Enterprise (WBE), or Disadvantaged Business Enterprise (DBE)—to name just a few programs—will give you access to better financing, networking, and business opportunities. In the case of government and corporate contracts, it is usually a prerequisite—you can’t get your foot in the door without certification. “Are you registered?” is one of the first questions I am asked when I talk to corporate reps at conferences and meetings. You may want to avoid it like the plague; or you may determine that multiple certifications are worthwhile for your business—either way, I encourage you to get at least one. ATR is a certified MBE, and it has been integral to our success.

The process involves assembling a fair amount of data and plenty of “paperwork” that needs to be completed, but the effort is well worth it. Organizations that certify businesses, such as the National Minority Business Development Council (NMSDC), the Women’s Business Enterprise National Council (WBENC) or the National LGBT Chamber of Commerce (NGLCC), can guide you through the process. Truly, there are tons of consultants and firms you can hire. Do your research, talk to other owners, and take the time you need to get it right, but figure out which certifications are right for you and attain them. It will open doors, plain and simple.

Portals

Whether called a vendor, procurement, or supplier portal, they all do the same thing: facilitate communication between a company and its supply chain. They cover a broad spectrum of tasks and functions depending on the organization and its business needs, but generally, they are a primary way that companies communicate orders, RFPs, and other requests for goods and services. They also provide an avenue for potential vendors to submit bids, proposals, or other product offerings and information.

Some companies require you to receive an invitation from Procurement or their Supplier Diversity Program, which underscores the importance of networking, outreach, and developing relationships. However, many portals are open and are used to solicit information and evaluate potential new suppliers, particularly minority businesses, as well as educate and provide information on their business and purchasing needs. You can learn about the company and its needs to see if your company is a good fit for them. The portal then becomes a way for you to proactively get noticed, provide your qualifications, and hopefully become an approved vendor.

Government entities, corporations, colleges and universities, and other large organizations have mandates or goals around diversifying their supplier base, not to mention giving minority businesses a level playing field to bid on and win work. They want to achieve these goals. They want to hire you. Help them by using their tools.

Proposals

The term proposal encompasses a variety of types. A request for information (RFI), for example, is when a company wants to know about your company and the services you offer. A request for proposal (RFP) is more formal and involves a company asking for information on a specific product or solution they need. And finally, a request for quote (RFQ) is usually looking for detailed pricing, often for a complex project or a large, recurring order. The key word here is information. A proposal is the formal way that companies solicit information, choose vendors, and award work, so it’s important to be prepared.

Companies will usually provide guidance on their proposal process (check the portal!) and often schedule group conference calls to discuss specific proposal opportunities. Take advantage of this. Submit complete and comprehensive information about your firm. Don’t overlook anything or leave any questions un- or under-answered.  Most of the information requested is standard (leadership bios, financial, etc.), and the questions asked are often very similar (How would you do this? What makes you different or better?) which means that you can proactively collect data and refine your answers ahead of time. You can then tailor them as needed to the specifics of any particular RFP. This will save time and reduce the stress that usually accompanies this time-sensitive process.

I know so many wonderful, committed people working to improve supplier diversity at companies everywhere. I also know that these organizations are balancing the realities of the size and complexity of their procurement operations with the need to connect to and employ a wider range of vendors. These tools are part of that effort and can make a real difference for any minority business that uses them fully.  

Don’t miss out on these and other indispensable minority business resources! Reach out to Angelique, our Head of Supplier Diversity and Inclusion, to learn more.

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The post 3 Proven Minority Business Resources for Growth and Success appeared first on ATR International.

Angelique Alvarez, Head of Supplier Diversity & Inclusion, who made SIA’s DE&I Influencers List in 2021 and hosts a podcast on diversity, cites ATR’s unique perspective as a driving force behind making the list.

“Diversity at ATR has never been just a strategy or an initiative to check boxes,” she said. “It’s a way of life for us, and it’s been that way since we opened our doors. We’ve always taken it upon ourselves to mirror the rich diversity of the communities in which we work and serve. It’s great to have that dedication to authentic diversity recognized by SIA.”

ATR was founded by immigrants in 1988 and has grown into a woman-led, Hispanic-owned business whose leadership team is currently 90 percent female—a notable achievement in California’s male-dominated Silicon Valley. The company has worked diligently to build strong relationships in the Minority Business Enterprise community over the course of its history, and the efforts have paid off. In addition to making SIA’s list for 2022, ATR’s recent award-wins include a 2022 Stevie Award for Ethics in Sales, a Latinx Business Leadership Award from Silicon Valley Business Journal in 2021, and numerous others.

“Being named to SIA’s list of diversity-owned staffing firms makes me proud of how far we’ve come as a champion for underrepresented people in our business,” said Andrea Brenholz, CEO and President of ATR. “My sincere hope is that this list gets even longer in the near future as more entrepreneurs from diverse backgrounds take a chance to pursue their dreams. I’m hoping we can all work together to push this industry forward into a more diverse, inclusive, and equitable future.”

About ATR International

ATR International is a staffing and consulting leader and Minority Business Enterprise for the IT, engineering, accounting and finance, professional, manufacturing, and scientific industries. Founded in 1988, it has grown to serve both small and Fortune 500 organizations while delivering next-generation recruiting that enables businesses and communities to thrive. ATR has won a number of awards recognizing its business success and diversity and was previously crowned the NMSDC Supplier of the Year. For more information, visit www.atrinternational.com.

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The post ATR Recognized on SIA’s Prestigious List of Diversity-Owned Staffing Firms appeared first on ATR International.

Safety-wise, I was glad to see so many protocols in place, including proof of vaccination and color-coded wristbands to indicate who was comfortable with a hug, a wave, a handshake, or whatever the preferred greeting might be. I thought they were a really good idea. I would also like to shout out Oakland’s Lake Chalet Seafood Bar and Grill for providing a beautiful waterfront setting and delicious refreshments. The theme for this year was Infinite Diversity in Infinite Combinations. The evening started off with a touching video, included a great lineup of speakers and presenters, welcomed the Golden State Warriors as a new corporate bronze member, and honored the winners with fanfare and festivities.

I was extremely impressed with the turnout, and everyone was so genuinely excited to see one another after so long. It was amazing. I’ve been slowly getting back to in-person attendance (as opposed to the virtual variety) and each time is a new adventure. It seems we’re all getting more comfortable, little by little, and organizers are figuring out the best ways to combine safety and sociability. There are absolutely some good things about virtually connecting, but being with people for real was wonderful! Kudos and many thanks to the WRMSDC team for the time and thought they put into creating this wonderful experience for us all!

Finally, I want to congratulate all the winners on a job well done! I would love to go on at length about each of them individually, but it’s probably best to refer you to the WRMSDC’s own excellent site with all their information. They are truly an impressive group. ATR has been recognized in the past, so I keenly understand what’s involved in becoming an individual or company that is honored by the council. It is the work of years on the frontline of diversity and inclusion—far from an overnight success. The awards recognize excellence that comes from a strong and lasting commitment to supplier diversity and supporting the council’s mission of providing equal treatment and opportunity to minority businesses.

I am always inspired and invigorated by the example of others, and this night was no exception. Working for a more just and equal world is not a task with a discernible end. It is an ongoing effort to reach a goal that requires us to be vigilant and mindful across many areas of our lives. I’m proud to be a part of that effort, and it was a privilege to celebrate and honor some great colleagues—in person, no less. Congratulations, everyone!

The post WRMSDC Awards Gala 2022: A Big Night for Supplier Diversity appeared first on ATR International.

In the first episode, I was interested to see that during the elimination round, instead of having each dish presented by the chef who cooked it, the plates were delivered by waitstaff so none of the judges knew who cooked what. It was a blind tasting and ensured that the judging was based solely on the quality of the dish, the success of the chef in creating delicious food, and no other factors.

Which got me thinking about the parallels between Top Chef and hiring – in particular, hiring diverse candidates, a goal that so many companies are focused on. It reminded me of the importance of recognizing the role that unconscious bias can play. It also showed me how we can improve hiring by designing things to eliminate bias as we try to evaluate and judge job candidates rather than chefs.

Blind taste tests are not new – think of the Coke/Pepsi commercials, or taste tests where you don’t see the label or the price. These all acknowledge the same thing; we prejudge things, we have hidden biases. We think more expensive things are automatically better or we favor brands we are familiar with. The gotcha moment is when someone can’t tell the difference or chooses the less expensive version.

The blind tasting forced the judges to consider only the food without knowing whether it was cooked by a 5-star Michelin chef or the owner of a food truck. What if we looked at resumes the same way? What if we judged candidates only on their abilities, not the name of the college they graduated from or the company they used to work for? What if we didn’t know a candidate’s name or gender when we screened their resume?

The results of blind tastings tell us that it makes a difference. Some of us are paying more for soda than we need to. Unconscious bias is at work in other places too. Which means that we are preferencing some candidates and likely both paying more than we should in some situations while also ignoring quality candidates who don’t fit our name brand expectations.

So, what can we do? We can take a page from Top Chef and figure out how we can improve hiring by making our processes more neutral. Design things to eliminate or at least alleviate the biases in all of us that are at work.

Screen Resumes Blindly

Like Top Chef, we can remove identifying personal information from resumes and just look at the skills and experience. There is software for this, from simple tools on up. AI is already doing some remarkable things in terms of screening and evaluating candidates at this early stage and the future is very promising. One of the challenges of AI is to ensure our biases are not written in, but it still can be useful. Removing the kinds of information that tend to trigger a reaction can make a difference.

Test People

One lesson from Top Chef is the importance of actually testing people. The whole show is premised on the idea that they all look good on paper, but which chef can deliver delicious food at each “test?” Testing should be a part of the hiring process for everyone. Not just to eliminate bias and help fairly evaluate people but simply because it will truly help hire the best candidates. Simulated experiences show how a person reacts, thinks or doesn’t think, and solves problems in real time. You don’t hear about what they can do, you see it. Again, software and AI can do amazing things. Testing can give you impartial results that you can benchmark against the job requirements.

Interview Purposefully

Even once you’re interviewing candidates and it is no longer anonymous, there are things that can help counteract unconscious bias. Having a predetermined set of questions that each interviewer follows can be useful. This way you have similar data to evaluate from each person. It’s also a good idea to have multiple people interview and evaluate candidates. More and more companies are adopting a 360 approach, meaning not just managers, but peers and direct reports meet with candidates. Having many viewpoints from a diverse group of people can help reduce the effects of unconscious bias or preference.

Perhaps the most important thing to learn from Top Chef is that unconscious bias is real and creeps into many places, but it can be counteracted. We can do things about it. Simply acknowledging it is a start. Taking action to change things is the next step. We live in a complex world with complex problems but doing things differently, even small things, can be the start of the solution.

The post Top Chef and Unconscious Bias – How We Can Improve Hiring appeared first on ATR International.

Intersectionality is an academic term that refers to how different aspects of a person combine and create overlapping areas of privilege and oppression. Originally coined by Kimberlé Crenshaw over 30 years ago, it originally referred primarily to the experience of black women but has since grown to include many others.

In plain terms, intersectionality means that people are complicated with many facets to who they are and their life experiences. If you have multiple facets of your life that subject you to discrimination, the effects of that discrimination will multiply and compound. For example, a black woman faces racial and gender prejudice, whereas a black man faces only racial prejudice. A white gay man faces different, and far fewer, obstacles than a Latinx transgender person.

What about at work – what is intersectionality in relation to the workplace? The principles of intersectionality can be applied to any institution or aspect of society and used to help understand the various factors that affect daily life. In the workplace, it is an additional tool for understanding your employees and how you can provide an environment that helps them feel respected, supported, and achieve their best.

Take the gender wage gap for example. Intersectionality can help us better understand it and thus develop better solutions. Studies show that women earn on average $0.82 for every $1.00 a white man earns, but that average ranges from $0.54 for Hispanic women to $0.90 for Asian women. Clearly, actions and policies taken to address the gap will be ineffective if they treat all women the same since all women are not suffering equally and not as a result of the same issues.

The wage gap is not simply a result of companies deliberately paying women less than men, although that is certainly the case in some instances. Instead, it is the result of several influences including differences in jobs, industries, education, experience level, opportunity, and more, and these factors are influenced by a person’s race, gender, ethnicity, etc. So – discrimination affects educational opportunities, and education strongly determines job opportunities, and jobs determine wages.

Which is why intersectionality is a helpful lens to look at the problem. Equalizing pay scales and salaries between the genders is just one step. Another reason women don’t make as much as men is because they work in jobs that have lower pay, and often work fewer hours because of childcare responsibilities. In order to help close the wage gap, issues like access to education and good childcare options need to be addressed, not just pay equity.

If you are trying to create a supportive respectful workplace for all your employees, you need to recognize where intersectionality exists and how it affects the workplace experience. For example, efforts to recruit more minority candidates that don’t recognize that minority men and women face different issues will be less successful. On the flipside, childcare and leave policies that only consider women ignore the fact that men are parents too.

It’s vital to be mindful of these factors as part of your DE&I efforts or you might unintentionally perpetuate one issue while trying to solve another. For example, an employee resource group for LGBTQ+ employees that defaults to having a white leader repeats the issues of marginalization for some members. Mentoring is another area. A white woman partner may not be as helpful a mentor to a female manager if she doesn’t take into account and address the discrimination that a woman faces because she is black or Latina, in addition to being a woman.

Intersectionality doesn’t mean that all mentors have to match up exactly, or that all ERGs need to be homogenized into separate groups. It means being aware of all the factors facing your employees and how they might affect them negatively at work, and then taking measures to address this in your DE&I efforts. Those measures might be having a mentor that looks like the mentee, but they can take any form that solves the problem.

Being aware of intersectionality and thoughtful in the actions you take to address DE&I issues means that you will be more likely to succeed. It reminds us that no one is just one thing, they are many and require recognition and respect for all those facets of themselves. When it comes to addressing systemic and persistent issues that are barriers to advancement and equal treatment, these multiple aspects need to be recognized for the unique ways they combine to oppress and/or privilege people.

Feel free to reach out to me and share your thoughts.

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The post What is Intersectionality and How Does it Affect DE&I Efforts? appeared first on ATR International.

We work with so many great companies that understand this and are working to address issues of inequality and bias in the workplace. I personally know many wonderful people working on D&I issues, so of course I’m aware of the ongoing work, but not everyone is. That’s not good for a number of reasons, in particular because it hampers your ability to recruit the very individuals you want to hire, and can affect retention too.

People Really Care

Surveys consistently show anywhere from 70-90% of people care about a company’s D&I. Those are big numbers no matter how you slice them. Nasdaq recently discussed adopting a board diversity rule, Glassdoor added D&I as a category that companies can be rated on, and it’s likely the concern and scrutiny will continue. People care, and that’s not going away.  No one wants to work where they do not feel welcome and included. We all want to be respected and paid fairly, and we want others treated the same way. We hope to feel that there is a commitment to shared values and we expect this to be demonstrated across the board, not in pockets or silos.

As I said, so many are working to change and improve things (if your company is not thinking about this already, that’s a problem), but it’s critical to ensure you are fully and effectively communicating what your company and your people are doing.

Tell Your Story

The way people learn about your company’s culture and commitment? By consuming the information that is available. Whether you provide it, or someone else does, what’s out there is what people will form their opinions on.

Which is why it is so critical that you tell your story. Internally and externally. On multiple platforms. Make sure that everyone knows what you are doing, and the results. Efforts to increase supplier diversity, promote POC to leadership positions, hire a diverse workforce, ensure a welcoming environment for the LGBTQ+ community, address gender-based pay differentials, support social justice initiatives – they are all parts of the whole and yet not inclusive of everything companies are, and should, be doing.

The more people understand your goals and the steps you are taking to reach them, the better it is. You will of course share different levels of detail internally and externally as warranted, but giving people a picture of the whole is important. It isn’t useful to work hard to attract diverse candidates if you don’t also show them how that commitment extends to creating an inclusive, equal opportunity workplace where they will thrive. They either won’t accept your offer, or they won’t stay long.

Share Specifics and Stories

Share your numbers, statistics, results. They matter. Recognize though that they are not the full story – quotas and percentages cannot be the extent of your efforts or all you communicate. Give details about internal programs as well as efforts to support external justice and equality. Let people know the full breadth of your commitment. Promote the programs that will yield long-term results as well as short-term wins. Big donations garner easy headlines; people-intensive initiatives require nuanced communication.

Share your mission, goals, and plans for the future. Show how you are working to both attract diverse candidates and create an inclusive company. Put the info out there! (see below for more on that). Don’t hesitate because you haven’t fulfilled them, or even made the progress you want to. The effort and commitment count. Share success stories as well as the areas where you fell short and need more effort. Transparency is an oft, some might say overused word these days, but there’s a reason – people want it.

Don’t Overlook Any Communication Channel

There are so many communication options these days it can be overwhelming, so much so that it’s tempting to just opt out or stick with your status quo. This is a mistake. Social media, print/traditional media, a good PR and marketing team, industry or other external groups, annual reports, internal newsletters, interviews, word of mouth – they are all communication channels, and they can all be helpful or hurtful if not managed well.

You need a communication strategy specifically for D&I. Take into account the audience you are trying to reach and the story you want to tell, then understand that different mediums are better depending on the answer. Don’t assume that your website will cover everything (it won’t) or that a Twitter or Instagram account is either all you need, or stupid (both opinions are wrong). There is no one size fits all anymore. It’s a mistake to ignore the reality of Nasdaq or Glassdoor, but what you want to promote and how you want to say it will be different for each.

Our Story

We are a Latina-led, woman-owned business with approximately half our staff self-identifying as diverse, and we can do better as well. We all have to be vigilant against bias and prejudice, especially its effects in the workplace. I’m offering suggestions because I am aware of the pitfalls, not because we get it right all the time! We’re always striving for improvement though. Recognizing the issues that exist and trying to find solutions is an ongoing collective effort in both the personal and civic spheres of our lives. We all have a part to play in creating more diverse, inclusive workplaces.

Communicating about your actions regarding D&I issues and your efforts gives people important information that they want in order to make a decision. It’s smart and will help with recruiting and retention. But it also strengthens our collective efforts. The more we realize we share these goals, the more we can work together to find the answers. Tell your company’s D&I story!

Feel free to reach out to me and share your thoughts.

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The post Effectively Communicating Your Diversity & Inclusion Efforts Makes a Big Difference appeared first on ATR International.

Whether we have worked with you for years or are just learning about your company and beginning our relationship, you have helped us. We know firsthand the difference a great program can be to minority-owned businesses of all sizes. The opportunities to compete that have come our way as a result of working with supplier diversity programs, both this year and in the past, have been integral to our success.

You’re making your company stronger at the same time you’re helping to make companies like ours more successful too, even if it’s by simply leading us in the right direction with key information to navigate doing business with you. Strong companies contribute to a strong economy. One that, together, we are working to make beneficial and equitable for us all. Your efforts make a difference.

Those of you who have diversity initiatives may find this surprising, but not every company does. Not everyone has made that commitment. Those of you who are active participants in diversity organizations and frequently sponsor and attend local and national MBE events might be similarly surprised.

Not everyone does the painstaking work of nurturing a relationship slowly and helping smaller companies learn the ropes. Not everyone works diligently to bring their program to hiring managers across their firm and perseveres in the face of indifference. Not everyone ensures that their MSP is a strong partner in meeting diversity goals.

To be fair, many managers are hampered by budget and staff limitations, not personal commitment. So, if you are a company board or senior leadership member that is truly funding your program and giving budget to the kinds of outreach and programs that take time and effort but make a real difference – I want to make sure you know that there are people who recognize your commitment and appreciate it.

I hope that everyone already knows that your efforts are worthwhile and something to be celebrated, but in case you don’t, this is my special reason for this year-end note! Your efforts at improving supplier diversity are making a difference. We are proof of that. We are a Latina woman-owned MBE, in business for over 32 years, and this year has been tough for everyone. We’ve been through tough before though, and I’m confident that we’re coming out of 2020 strong enough to survive.

Being a part of a community with common goals inspires me and helps me be my best. It is an exciting time to be working toward goals that so many people share worldwide, in our specific jobs and in our own personal ways. Thank you to all my friends and colleagues in the business community. I’m grateful to work alongside you all, building a business community that is diverse and inclusive, where we all have an equal chance to contribute and succeed.

Feel free to reach out to me and share your thoughts.

Related Articles:

The Difference Between Diversity and Inclusion and Why It Matters

What Businesses Can Do to Support Diversity and Help MBEs Right Now

ATR International Earns Latino Leadership, Women-Owned Business Distinctions from Silicon Valley Business Journal

The post To Those Supporting True Supplier Diversity: Thank You! appeared first on ATR International.