DEIB in Recruiting and Retention
A commitment to Diversity, Equity, Inclusion, and Belonging (DEIB) is an integral part of Terrasmart’s culture, and a key driver of industry innovation. To advance both DEIB and innovation in the renewable energy space, Terrasmart proudly sponsored a Women in Cleantech & Sustainability event called “Building a Culture of Innovation: Rethinking Strategies for Recruitment and Retention.” Joanna Rogers, Terrasmart’s Vice President of Marketing, was honored to be one of the panelists. Other participants included:
- Melinda Briana Epler, Founder and CEO of Empovia and author of “How to Be an Ally: Actions You Can Take for a Stronger, Happier Workplace”
- Eden Higgins, Vice President and Practice Leader at the Duffy Group
- Chelly Conley, Director of Global Diversity Inclusion and Belonging at KnowBe4 – Moderator
Below is a Q&A with Joanna discussing highlights of this important topic.
How can organizations increase representation of diverse populations?
I like to say “if you see it, you can be it, and you can believe in it.” Being intentional about hiring a diverse workforce creates an environment where diverse people see that growth is possible. I’m really proud that Terrasmart’s leadership team is 40% women. Besides Marketing and HR (functions that are more likely to have a female leader), our Head of Field Operations is a woman, and our Head of Finance is a woman. This gives women considering Terrasmart for a career the confidence that they can see a meaningful career path for themselves and that Terrasmart believes in and acts in support of gender diversity. This same principle applies to all facets of DEIB.
Can you define DEIB within the context of recruitment and retention?
As Melinda articulated, diversity is about representation, equity is about recognizing historical unfairness and working to change systems of inequalities, and inclusion is fostering a culture and processes that create an environment where people feel safe, welcome, and engaged. And I’ll add that belonging takes it one step further to ensure that diverse populations feel included and respected.
How can organizations support diversity in retention?
It’s not enough to just have a seat at the table, people need to feel welcome at the table, and empowered to change the make-up of that table. Sometimes you have to be the “other” to notice that there is even an issue. At Terrasmart, we have a Speaker Series that raises the profile of a wide variety of diverse groups. It’s been wildly popular, and has helped people consider diverse perspectives so they can consider them within the workplace, which then supports retention. Once, after a meeting, I asked the men in the room, “How many of you noticed that I’m the only woman in the room?” Weeks later, one of these men came up to me and said he was still thinking about that. Small actions like that thought-provoking question are as important as the bigger initiatives.
What else do people need to know about DEIB recruiting and retention?
Invest in listening. We have very open all-hands calls at Terrasmart to encourage dialogue among all levels of employees and diverse populations. We publish our DEIB action plans, so we’re fully transparent about our goals. Something else to keep in mind is that not all goals can be met overnight. With authentic and integrated plans in place, and with the representation and input from diverse groups, we can better inform our recruitment efforts to attract a diverse workforce and DEIB will continue to improve year after year.
What impacts does having a diverse leadership team have on organizational success?
I love to quote the study that found that women-led tech companies have a 35% higher ROI than companies without women leaders. Companies in the top quartile of diversity are 27 percent more likely to outperform financially as well. What better facts to show the quantifiable value of diversity in an organization?
Did you have any key takeaways from the session?
When we were discussing the necessity of making DEIB a part of the fabric of an organization, rather than an added initiative, Chelly Conley made the point about hiring people who add to the culture versus fit the culture. That sounds like semantics, but it is a really powerful mindset shift. If you hire people who fit the culture, you run the risk of cementing the existing thinking and not allowing for other perspectives that diverse voices can bring. While you do want employees who believe in your core values, you also want to ensure you are hiring those that will help push the organization forward, bringing thinking and perspective you might not have had before.
DEIB is a journey, not a destination. Terrasmart will continue to prioritize DEIB as part of our organizational culture, listen and learn from diverse populations, and integrate DEIB principles into our recruiting and retention strategies so people from all backgrounds feel welcome and valued.
“If you can see it, you can be it, and you can believe in it.”
Terrasmart’s DEIB Series
This is one of a series of ongoing DEIB-themed blogs and updates we’ll be sharing throughout the course of the year. Please see our recent blog on Black History Month and other posts on Diversity in PV Manufacturing and Women’s History Month.
