Embrace inclusion to advance diversity

Last week I had the honor of speaking at the Honda Classic’s Women’s Leadership Forum where I was joined by more than 200 women and men. I was invited to talk about leadership and the qualities that propel you forward – in industries where challenges may abound.

As a woman in several male-dominated fields in my career, I know how important it is to challenge the status quo and then rise above it through hard work, performance and persistence.

I received support throughout my career and know that opportunities like the Women’s Forum are a door to the future for women, minorities and under-represented groups whose engagement is critical for business success.

Over and over, research shows that more diverse organizations outperform those that are not diverse.  

Companies with ethnic and racial diversity in management earn higher returns. Gender equity produces higher net profit margins, and studies show diverse teams are simply more successful and more innovative.

In leading Otis through a digital transformation, I know our success depends on our ability to imagine new products and services to inspire and empower our people and drive thought leadership and new business models. After all, our customers and passengers come from all walks of life. We need to bring in new perspectives in order to better serve them.

That demands the best talent. Diversity in thought and perspective is necessary as we transform our business.

However, diversity alone is not enough to reap these rewards.

Employees must feel included

Thoughtful hiring practices may usher new employees and colleagues in the door, but what happens during and after onboarding is what drives engagement, retention and a sense of belonging.

The fruits of rich discussion are only possible if colleagues feel accepted and heard.

Are employees comfortable speaking up and sharing ideas? Across all levels of the organization? Are there mechanisms in place that facilitate a safe space where there is open and honest feedback in both directions?

Are technology and tools being used to empower greater collaboration? Is there learning and an open exchange of information across employee groups?

These are the questions I’ve asked myself and others throughout my career.

I believe that ideas – great ideas – come from everyone.

Whether from a different race, religion, socioeconomic background, technical training, family model or general life experience – an inclusive environment is where diverse ideas flourish.

People are more likely to question each other, challenge their own assumptions, see new possibilities and generate smarter solutions. This is only possible in an inclusive environment.

Don’t forget to keep challenging yourself

Companies must have programs that promote and support diversity and inclusion, but true and enduring progress starts with each individual. 

It requires looking at existing behaviors, attitudes and processes that keep you closed off from new ideas.

It requires noticing societal and implicit bias and making personal and organizational changes to address them swiftly. 

It requires reflecting on your own journey to see how and where people have created an environment to help you succeed.

Be a champion

Otis is a global organization of 68,000 colleagues. Our employees reflect the many diverse cultures and people we serve.   Our local colleagues and connections make our ideas and relationships stronger with our customers and suppliers.

At the same time, we recognize progress is a continuing process, and we still have work to do.

Our parent company, United Technologies, and Otis have joined Paradigm for Parity to ensure full gender parity by 2030, with our near-term goal of 30% women in executive roles.

At Otis we’ve made impact with our Employee Resource Groups (ERGs), including FORWARD, which aims to recruit, retain and develop female operations and branch leaders as well as mechanics and technicians in the field. These positions are the face of Otis to our customers around the globe and are among the most important roles in our company.  

We have nearly 50 ERGs or affiliated organizations globally that focus on promoting awareness, acceptance and engagement.

It’s my hope that this kind of collaboration continues across employee groups. We must continue to energize people of all backgrounds to enter STEM roles and leadership positions. We must work together to ensure our collective success.

And while we look forward, we need to also recognize that we create a trail for others to follow.

No matter where you are in your career, there is always someone coming behind you. They may not look like you, and they may not think like you. 

It’s your responsibility to do all you can to make their work environment the best place it can be.

Pay it forward.