DEC as a company has multiple diversity certifications – woman owned, minority owned , and DBE.
Our team consists of diverse people , people of color, women, LGBT, veterans and other diverse communities . We bring extensive experience in Diversity Planning and Management .
Our DEC COLORS Program ( patent pending) is tailored to meet Diversity needs across different areas.
One of our customers in the Oil and Gas Industry had asked DEC to get them Diverse candidates for a large number of Engineering positions . DEC has successfully recruited diverse candidates for some of the toughest positions and built up very strong networks and databanks of diverse candidates .
In the course of our Search , I spoke to one of the candidates, a woman of color, an engineer who had worked in the industry all over the world. Over the past two years , in the US she desperately tried to get a position in the Oil and Gas industry, applied to several companies but hit a stone wall every time. Needing a job, she took up some short certifications in healthcare and took up a job in Healthcare, although her heart was in the Oil and Gas Industry.
When I reached out to her , she opened up to me as a woman and explained that perhaps it was her gender or her color that was going against her. We got her full time employment with our customer and she is doing very well.
Our Principals not only bring strong understanding of the customer needs, but also deep empathy with the candidates, who open up and are able to share their aspirations and goals. We are thus able to create a strong Win- Win for everyone concerned
One of the biggest hidden assets of a company can be its Employee Resource groups (ERG). While these groups give a sense of belonging and community to employees in large corporates , they also bring strong benefits to the organization in terms of understanding their own diverse ecosystem - customer base, stakeholders, suppliers , broader community.
DEC was brought in by one of the large Healthcare Industry Corporate to help strengthen their ERG groups while also understanding alignment with company goals. Some of the ERG groups were quite strong and well established , whereas some needed more visibility and support.
DEC worked with the ERG groups and Key sponsors in Management to help get recognition and support for major activities which led to strong empowerment of the ERG groups.
Company also benefited with well established networks into the community and deeper understanding of specific diverse groups.
One of our customers had put in place a Supplier Diversity program , but often found that the Divisions were not always participating or mentioning that they could not find enough Diverse Suppliers .
DEC was brought in and worked not just with the Supplier Diversity team but also Business Units to understand their needs , apprehensions and preferences.
We helped overcome some of the inhibitions, opened up avenues for accessing more diverse suppliers and helped build strong relationships with diverse suppliers
Everyone in an organization from the Board to the Management to the employees value having a good company culture .
With people from diverse communities working in an organization , we found that even when people from a majority community want to reach out to diverse communities, they are often afraid of mis steps, misunderstanding or a cultural faux pas . They are also afraid of being blamed for unconscious bias or stereotyping .
DEC has worked with Boards, Management and Employees, to open up avenues for employees to interact, enjoy each other’s culture , and get some of the bias/ misconceptions addressed in a friendly non- threatening atmosphere