Giving Compass' Take:

• COOK, a UK based company that sells and prepares frozen foods, outlines the basic qualities it relies on to drive diversity and equity in the workplace.

• How does this approach from COOK differ from other DEI  practices?

• Read about how funders can support diversity, equity, and inclusion goals in nonprofits. 

In a market where a new generation of employees bring diverse backgrounds and a desire for purpose-driven work, businesses are evolving to capture their attention and develop an inclusive company culture.

And some companies — like Certified B Corporations participating in the Inclusive Economy Challenge — recognize that inclusion is just the first step. Hundreds of participating companies are using their businesses to build an inclusive economy, one that is equitable and just for all, and they’re sharing their learnings.

One fundamental principle of doing equity, diversity and inclusion work is that for it to be effective, it must be resourced like other vital strategic initiatives.

This work requires human capital, financial resources and expertise. Finding staff time, hiring a professional and paying for conferences — just a few of the options available for getting started — all require properly resourcing this important work.

For COOK, a United Kingdom-based company that prepares and sells frozen homestyle foods, shifting its workplace to be more equitable means exploring flexible scheduling for hourly employees and establishing an employee working group focused on diversity and inclusion.

The COOK diversity and inclusion working group, which has quarterly meetings open to all employees at its headquarters, is shaping company policies and providing feedback on proposed diversity training. While such a group is one way to resource the work, its members must have some basic qualities to ensure their effectiveness:

  • Be demographically diverse and representative of different teams and levels of leadership.
  • Have designated time to invest in this work (and not simply have to do this above and beyond their jobs).
  • Be transparent with their work and engage the wider company.
  • Have real decision-making authority.

Read the full article about equity and diversity goals at B the Change