DEIB across workplaces – and workforces

Mateo Cavasotto

Mateo Cavasotto · Apr 06

At the recent Spring HR Technology Conference and Exposition, Josh Bersin highlighted how dramatically the war for talent changed over the last year. Looking at job posting data, Bersin shared that demand for driver/sales workers jumped by 224 percent, heavy and tractor-trailer truck drivers by 93 percent, light truck or delivery service drivers jumped by 91 percent, and first-line supervisors of transportation and material moving workers increased by 73 percent. Other sectors saw similar growth with 46 percent more job postings for registered nurses and 24 percent more for stock clerks and order fillers. Even so, the types of roles don't always get included in high-level conversations about human resources, especially when it comes to issues of diversity, equity, inclusion, and belonging (DEIB). But why?

The need for DEIB stretches across workplaces, and the same business case for diverse white-collar teams – better decision making, a broader range of talent, enhanced profitability, and efficiency, also applies to more blue-collar roles, like those mentioned above. That's why it's time to examine the thinking behind DEIB and expand it to all workers. Here's how we do that, starting from the recruiting process:

Even though much of what we understand about DEIB centers on corporate settings versus other environments, that's no reason not to make this a priority for all workers. All workers deserve diverse representation and equitable treatment in inclusive workplaces that promote a sense of belonging. It's time to rethink, unlearn, and take Ellis's message to heart by practicing "Less allyship, more action."

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