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DE&I in Manufacturing: Building a Business Case, Driving Results

A recent article from the National Association of Manufacturers states that manufacturers are making progress with DE&I. Nearly three in four (72%) say it is a key priority for their firm, and most are taking key steps towards achieving their goals. 

Manufacturers surveyed said they were expanding recruitment pipelines, updating position descriptions, reviewing hiring practices, and standardizing promotion processes to attract and retain diverse talent.

DEI is important to manufacturers because it:

• Widens talent pools: Manufacturers can expand talent searches to include people of diverse genders, ethnicities, races, languages, ages, and abilities. Generation Z is the most racially and ethnically diverse generation to date, bringing fresh perspectives to their work.
• Attracts top talent: Manufacturers that have a reputation for hiring, developing, and retaining diverse talent attract more of the same. Nearly 80% of all employees want to work at a company that prioritizes DEI, according to a CNBC/SurveyMonkey survey.
  
• Improves morale: People want to work for a company that prioritizes diversity and makes them feel emotionally safe, included, and valuable. In these environments, workers feel free to share ideas and know they will be rewarded for outstanding performance. The same CNBC/SurveyMonkey poll found that workers who say their company is “not doing enough” to prioritize DEI have a Workforce Happiness Index score of 63 versus an average score of 72.
  
• Can accelerate innovation: Heterogeneous teams have different ideas and approaches to solving problems, from the board and C-suite to the frontline workforce. A Gartner study found that companies with a highly inclusive environment improved team performance by up to 30%.

• Can return more shareholder value: Improving workforce diversity can drive performance and profitability. Companies with diverse management teams had EBIT margins 10% higher than those with below-average diversity, according to a Harvard Business Review study. Similarly, a McKinsey study found that companies with the most diversity are 36% more profitable than those with the least.

QAD Redzone provides social, mobile technology that connects frontline teams and managers and enables them to implement new standard work processes. In addition, manufacturers can use the solution to accelerate progress towards DEI goals. QAD Redzone:

• Ensures every voice counts: The technology creates a level playing field for all to communicate and collaborate. Workers who may have been reluctant to share ideas can now offer insights at daily huddles and on the app to help teammates win the day and get recognized with digital high-fives and good catches.

• Overcome language barriers: QAD Redzone provides instant translation capabilities into workers’ native languages, enabling manufacturers to hire more diverse workers, provide the same quality of training as English language speakers, and encourage them to share ideas and problem-solve.

• Provide tools for advancement: Workers can use QAD Redzone to access digital skills matrices that align with their companies’ needs. By so doing, they increase their potential for recognition and promotion. 

• Foster a sense of inclusion: QAD Redzone encourages teams to communicate more freely, work across functions, and easily access supervisors and leaders. Similarly, managers can recognize team and individual efforts, creating a culture where everybody wins.

Make DEI a source of strength for your company, as employees work together to solve production problems and win the day.

Learn more about QAD Redzone.