By Bri Rodgers, HR Operations and HR Project Management for Apex Fintech Solutions and DEI Council Chairwoman for PEAK6
Embracing diversity, equity, and inclusion (DEI) is crucial in our rapidly evolving world. It’s not just a buzzword; at places like PEAK6, it’s become an essential framework. Why is everyone talking about DEI these days? Because DEI promotes innovation, fosters understanding, and ultimately strengthens the fabric of our society.
Diversity, equity, and inclusion can help a company thrive.
Equity is a fundamental aspect of DEI.
Equity ensures the rightl access to opportunities and resources for everyone, regardless of race, gender, ethnicity, religion, or background. A level playing field allows individuals to thrive and contribute fully, creating a more collaborative workplace where the best ideas can rise to the top. A staff software engineer at PEAK6 agrees, “Recently, there has been a move toward a focus on ‘belonging’ in the more general DEI space, and that’s definitely a direction I agree with — we all belong here.”
Research shows that diverse teams make better decisions.
By considering multiple perspectives, a team can challenge internal biases and explore a broader range of potential outcomes. This helps a team make better choices and achieve long-term success by considering different viewpoints. A PEAK6 talent acquisition specialist told us, “Identities are important; being seen and heard as a multifaceted person is important.”
A diverse and inclusive workforce can lead to economic growth.
It can foster innovation, enhance productivity, and increase employee engagement. Research indicates that businesses with diverse leadership teams tend to outperform their rivals. Additionally, diverse economies are more adaptable and resilient in the face of change.
The three key factors for success are commitment, alignment, and accountability.
Gallup Workplace
You can create a culture of diversity, equity, and inclusion in your business, and you don’t need everything set in place to get started. Simply, start with a full-throated commitment to DEI practices. Things like ensuring your talent candidate pool is diverse can strengthen your hiring practices. If your available candidates aren’t diverse, seek ways to expand your reach when posting and advertising open roles. Groups like Fintech in Action take great care in connecting open opportunities for Black students and professionals across fintech and ancillary industries.
This should be paired with strategic alignment with your leadership teams. Having alignment from the top down will ensure your values and commitment to DEI will trickle down in your decision-making. So, while a DEI council can help, a company’s actions will speak the loudest.
And, of course, accountability to your strategy is where the rubber hits the road. And that’s where PEAK6 finds having a team has helped. One of the talent acquisition specialists at PEAK6 says, “I enjoy seeing the [DEI] content, the articles, the fun facts, and initiatives because they are acknowledging those communities and making them seen.” With a team dedicated to strategy, initiatives won’t go unnoticed, and it strengthens accountability — you’ll need to walk the walk if you talk the talk. Responsibility goes a long way; as one engineer at PEAK6 put it, “Real action happens when there is a diverse set of leaders who can see opportunities for all people hired.”
BuiltIn Chicago has consistently ranked PEAK6 as one of the best places to work. Read more about why here.