The Case For Diversity.

Studies show that companies in the top quartile for gender, racial and ethnic diversity are more likely to have financial returns above their national industry medians.* Employees are taking note, too. A Glassdoor survey found that a diverse workplace is one of the main factors a potential employee considers before taking a job, and more than half (57%) of those already employed believe their company should be doing more to increase diversity among its workforce.**

Put simply, if your company wants to compete financially and hire top talent, you need to get serious about creating a diverse, equitable and inclusive workplace.

*McKinsey & Company “Delivering through diversity” January 2018
**Glassdoor “What Job Seekers Really Think About Your Diversity and Inclusion Stats” November 2014

But, the path to achieving a diverse and inclusive workspace isn’t always clear.

Top Down

WHO: HR, CEOs, leadership

WHAT: mandatory trainings and policy changes

Bottom Up

WHO: employee resource groups

WHAT: discussing and implementing change

A Two-Part Solution.

Most companies approach their diversity, equity and inclusion goals either top-down, through mandatory training and policy changes, or bottom-up, with employee resource groups devoted to discussing and implementing change.

Babes Helpin’ Babes has found that both leadership and employee involvement is needed to create real, meaningful change when shifting company culture.

We focus on equipping employees with the tools they need to start and maintain an employee resource group, like a Babes Helpin’ Babes chapter. At the same time, we consult with leadership and advise on the best ways to create an inclusive work environment that’s supportive of employees and encourages change.

This Starts With Uncomfortable Conversation.

You can’t fix what you don’t talk about, but according to a recent study, 70% of employees are avoiding difficult conversations with their boss, colleagues or direct reports.* To truly create ongoing change, employees need to feel comfortable showing up as their authentic selves, talking about their lived experiences and identifying areas for growth within the company.

*Vital Smarts “Costly Conversations: Why the Way Employees Communicate Will Make or Break Your Bottom Line” December 6, 2016

Together, we’ll uplift the voices of women and BIPOC, challenge norms and create meaningful change in your office culture.