DE&I Influencers

“As leaders in staffing, we have to show others and be the example of what good looks like in terms of behavior. Always go back to your values and ask yourself, does this align?”

“The younger you can start depositing information, leadership skills, mentorship and confidence into a person, the better.”

“DE&I is not a one-size-fits-all approach.”

“We … believe in the value of experience and how much more valuable students appear to employers as a result of these experiences.”

“Most people have some degree of privilege. How do we use that to advance others who don’t have access to it?”

“[While DE&I work can be uncomfortable], we have to be patient and learn to be okay with making mistakes while staying on track over time.”

“Inclusion is just so incredibly important to me. And the diversity of thought and perspectives and getting all of the voices into the same room is all a part of that.”

“Embracing diversity not only enriches the organizational culture but also propels innovation and collaboration, laying the groundwork for sustained success.”

“Within each of us lies … a unique talent or skill that sets us apart. … All we have to do is identify, foster and nurture that talent to achieve greatness.”

“You have to start somewhere [when it comes to improving DE&I efforts]. The first step is the most important.”

“To have impact and drive results, you need to build your strategy around people. Are we accommodating our people? Do they feel excited to come to work every day?”

“I think when we create that sense of inclusion, diversity and equity come in into play.”

“We can’t be hiring folks the same way we were 10 years ago. Diversify through your interview process and make sure it is equitable.”

“Here was a person who still had all the talent, skills and experience he had built up over years, and he was shut out.”

“Everyone’s unique. The moment you understand that not one size fits all, that’s the time you’ll be able to ensure everyone gets a fair shot to thrive.”

“Be authentic, be genuine and be intentional about moving the needle with whatever control you have. Even if you’re just one person, you can do a lot.”

“Inclusivity is incredibly simple: If you know someone is having a challenge, it is important to give that individual the support needed to have a seat at the table.”

“Don’t be afraid to … have the big talk. You’ll get deeper relationships and better connections from doing so.”

“Being an influencer ... is encouraging people to believe in themselves and helping them bring their ideas and thoughts to the table, especially those who may have been afraid of being the lone voice in the room.”

“We want to be a place to work where everyone in our organization feels included and they feel they belong.”

“We are never going to be less diverse than we are today … We are not going backward.”

“I am dedicated to uplifting those less fortunate, helping them discover their path and providing the necessary support and education along the way.”

“The business case [for pursuing DE&I] has already been made. You need to focus on implementation and strategy and how you’ll execute.”

“When you are making products that benefit all people, your products need to be reflective of the communities you serve. DE&I makes organizations more productive.”

“We want you to be in a space where you’re comfortable and you can be your best self. Be yourself — you don’t have to change.”

“My goal [is] to surround women with others who can support them and build community at the same time.”

“I’ve seen the transformative impact of inclusive practices on organizational performance and employee satisfaction.”

“The loudest voices are not always the most informed, and we must combat misinformation by leading with empathy and engaging with people on a human level.”

“Working with a diverse team and mindset in the corporate setting … adds color and flavor to our lives and value to clients.”

“When we adopt these methods of inclusion in the workplace, we’re not only helping people with disabilities or diverse talent, we’re helping everyone.”

“If you do not have ways to measure trends or see just how your diverse talent is being sourced, then your areas of growth can be limited.”

“[A client’s] decision to take a chance on us [over a billion-dollar competitor] not only changed the trajectory of our company but also impacted countless lives, including my own.”

“People need to understand the mission, but they also need to look at it through a financial benefit lens to really see the ROI of different DE&I initiatives.”

“When your work is mission aligned and you are committed to making an impact on both the individual and the organization, nothing can stop you.”

“You can lead DE&I efforts from anywhere. You can be an inclusive leader regardless of what your function is.”

“[LGBTQ+ is] the group experiencing the most barriers to education and employment, so I wanted us to stand apart and support our own community.”

“Early childhood education puts kids on the right track, and identifying learning disabilities early puts them on a whole different trajectory for success.”

“It does not take an effort for me to help the next person in need, either personally or professionally.”

“Getting sophisticated about integrating DE&I into how and where people work is key.”

“When we say we’re here to help, it’s not only for those who aren’t our competition. We’re here to help for real.”

“We need to create opportunities for people who are not historically coming from a computer science background but have the technical capabilities.”

“If you see it, you can be it. I want to do what I can to make the workplace better for the next generation.”

“It’s not just a business for me. It’s a commitment to giving back to the world, and I’m far from finished.“

“We all go through our own separate, individual experiences throughout life, but at the end of the day, we have so many different connecting points.”

“My main mission at this stage of my career is to equip, educate and empower the underrepresented so they can represent in excellence.”

“People underestimate how important representation really is. When you see experts who look like you, it changes your mind about what might be possible for you.”

“I like the idea that we can make space to support single parents in this area because it will just lead to greater outcomes for our children and for ourselves.”

“When we cheer for our [favorite] team, we don’t think about diversity; we just cheer together, and that’s how we should be working in our companies.“

“As a white male … I have an opportunity to lead by example … to both pay it forward and reach backward to help others succeed.”