Prioritizing Diversity, Equity and Inclusion in the New World of Work with Siemens USA Head of DEI Nichelle Grant
In this episode of Redefining HR, I’m excited to be joined by Nichelle Grant, head of diversity, equity and inclusion at Siemens USA. Nichelle and I sit down to talk about her career path through Siemens to her current role, how she thinks about prioritizing DEI in remote and hybrid environments, and why it’s essential to spread your DEI efforts throughout the supply chain.
Nichelle has been with the company for 22 years and worked in various business and operational roles before moving into her current job as DEI head. Throughout her career at the company, Nichelle’s had many mentors, finding through those relationships that she wanted to improve the work environment and culture at the company.
Soon after that, she became more involved with DEI by joining employee resource groups, becoming a member of the Diversity Council and becoming certified in diversity, equity and inclusion.
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Inclusivity is Inevitable
The image of corporations is changing, and big-name businesses are pushing that change. And one way that change manifests is by putting inclusion front and center. People today, especially among younger generations, are increasingly unwilling to work in a non-inclusive environment.
In a recent interview, Nichelle talked about how “inclusive business is inevitable.” Leading organizations understand that being inclusive is part of being a great business. “The only thing constant is change. … We want to continue to be innovative, we want to be a leader in technology, we want to maintain a workforce that enables us to really lead an organization, and inclusive culture is part of that formula,” Nichelle says.
Organizations can’t ignore these large-scale changes in work and in what employees need and want. Nichelle explains that it’s critical to embrace these changes and be inclusive, not just to retain today’s talent but also to ensure the business’s longevity. “And so that’s what I mean by ‘inclusive business is inevitable:’ If you want to stay in business, you really need to take a look at your inclusivity and be as inclusive as possible,” Nichelle says.
DEI Goes Beyond Your Organization
Siemens USA’s approach to DEI doesn’t stop within its walls. The company’s DEI efforts extend beyond its 40,000 employees to the supply chain and vendors, and that’s by design.
“When we look across our overall DEI strategy, again, it’s not just about talent acquisition; it’s not just about the employees,” she says. “We’re all here to provide the right solutions, services and give excellent customer experience, as well. And part of that excellent customer experience is, ‘who do we do business with?’ And that could be direct and indirect supply chain.”
Nichelle revealed that the company recently revamped its supplier diversity program, offering training and recognition to help suppliers they work become aligned with the path and goals of Siemens USA. “We really feel that it’s important that as the company that we’re trying to do in terms of technology, that we work with suppliers that have the same belief system and the same drive that we have for DEI.”
Reaching Your Employees Where They Are
In this new world of work, many companies have stuck with a work-from-home model or adopted a hybrid model. When so many people are on different schedules and in different locations, DEI efforts can be more challenging. It’s essential to ensure that everyone is included, even when they aren’t physically present.
“We want to feel like we belong to our organization, to our team. It’s much easier to feel that way when you could walk down the hall and see each other day after day, right?” Nichelle shares. “But now you may see me in person, but it’s not always you willing to see me on this digital-type platform. And because of that, it takes extra effort to be sure that all employees feel like they belong.”
Especially in large organizations, this requires managers to regularly check in with your employees. Nichelle explains that each employee needs to receive a personalized experience. “You can’t peanut butter it across the overall teams and say, ‘I’m going to talk to everyone the same way’ in terms of your interaction, right,” she says. “You have to make sure that you engage each one individually.”
Strong company culture and DEI strategy are realized when workers know what they are working toward and feel they have a place where they are. “No matter where you work or what you do, people want to feel like they belong. And belonging really does transform society,” she says.
People in This Episode
