VAMACON Speaker Jen Piccotti: Diversity and Inclusion is More Than a Company Workshop

Diversity and Inclusion is More Than a Company Workshop

By: Jen Piccotti

Over the past several months, there have been many articles, forums, discussions, focus groups, and webinars on the need for more diversity and inclusion in every aspect of our business. And while there have been many valuable points made and practices shared, there are three themes that have particularly stood out to me.

1. Diversity and Inclusion is not an HR initiative.

The clear and repeating message I keep seeing and hearing is that diversity, equity, and inclusion is NOT simply an initiative encouraged by Human Resources. I absolutely agree that it's not. It's a company value that can only be successful when it begins with executive leadership, whether that means the owner, CEO, president, or leadership team - it starts squarely with them.

Based on the 2020 Swift Bunny Index, out of the Top 10 drivers that matter most to employees, 4 common topics that are shared by Corporate, Regional and On-Site employees are: 

• I am treated with respect
• The company values employees
• Leadership creates a positive work environment
• I respect executive leadership

How executive leadership talks to, talks about, includes, encourages, promotes, challenges, and values each employee is noticed and emulated. Diversity and inclusion begins with them. Human resources certainly manages many key aspects, but their work will never achieve real and enduring change without action from the top.

2. The Importance of a Diversity and Inclusion Employee Survey

I've been very impressed and heartened at the number of multifamily companies who are considering or have already rolled out a Diversity and Inclusion survey. While it can feel intimidating to begin conversations on these sensitive issues, the conversation must begin in order to make any kind of tangible or significant progress. Asking for this feedback can identify not only how employees currently feel their own company is doing in these areas, but which aspects matter most to them. By understanding what the current perceptions are and what is most important to the team, dialogue and practical improvements can begin. 

3. Small Changes Can Be Big Bias Interrupters

There are more and more ideas being shared to help each and every employee improve how they address diversity and inclusion in their everyday responsibilities. Some of my favorite practical bias interrupters:

• Invite new faces to significant projects, not just the people you are accustomed to working with. Bringing in different team members brings in new perspectives. It also may reveal that certain assumptions are inaccurate, or what you thought was "standard" is actually the exception instead of the rule. Better decisions can be made with fresh and new input.
• Pay attention to team communication patterns. Not everyone is comfortable offering their thoughts in group settings, especially when one or two participants are allowed to do most of the talking, unchecked. Create and enforce an environment where dominating and interrupting is not allowed and all meeting attendees are invited to weigh in and provide their perspectives.  
• Implement a rotation of “office housework” where no one is exempt, i.e. cleaning up after a group meeting, tidying the break room, or ordering lunch. While some people may seem happy to always do it, they shouldn't have to. They have other important things to do, too.
• Intentionally provide equal access as a manager, ensuring that you touch base with every direct report every week. You may say that you have an "open door policy," but that doesn't mean every direct report is comfortable walking in that door without a pre-determined meeting time.
• Having a more diverse and inclusive work environment doesn't happen overnight, and it certainly doesn't happen on its own. It requires focused effort, starting at the top, with participation at every level. Step 1, however, is beginning the conversation with your employees and finding out, "How are we doing?"

I look forward to VAMACON 2021 where I will be sharing the results of Swift Bunny’s 2020 Multifamily Diversity and Inclusion Study, the first of its kind to be conducted in our industry. I’ll see you there!

Jen Piccotti got her start in property management in 2000 and has spent the last 15-plus years listening to, learning from, and finding solutions for residents, employees, and executives. As the Chief Learning Officer of Swift Bunny, she loves sharing her unique and actionable insights on the latest trends in employee engagement, customer satisfaction, organizational communication, process improvement, and reputation management. Originally from Boise, Idaho, she now lives in sunny Southern California with her husband, 2 daughters, and the occasional earthquake, also known as their dog, Ozzy. Contact Jen at: jen@swiftbunny.com.