Empowering Diversity: The Commitment to Equity and Inclusion

Companies that have diversity, equity and inclusion policies (DEI) in place have been shown to outperform, better respond to challenges, win top talent and meet the needs of different customers. These considerations are top of mind for HR professionals, recruiters and executives today as they seek to retain a productive workforce.  

 

What is DEI? 

DEI is a framework intended to consider and incorporate a wide range of perspectives from the available population. DEI framework can assist organizations in leveling the playing field. It is a complex and important task. The UN reports that “one in six people worldwide experience discrimination in some form, with women and people with disabilities disproportionately affected.”  

There are also business benefits directly linked to corporate DEI efforts. A 2022 International Labor Organization report shows that DEI policies add value by creating higher levels of employee productivity, creativity and engagement, as well as increased innovation and improved decision-making. These positive impacts can result in improvements in business and financial performance and workforce cohesiveness.  

As a framework, DEI is defined by official organizations like the ILO, UN, and UNICEF as follows: 

DIVERSITY:  The people represented in the workforce across the following categories: 

• Racial and ethnic diversity: The different backgrounds represented by people in the workforce.   
• Gender equity, gender identity and sexual orientation: the men, women and nonbinary people in the workforce.  
• Age and generational diversity: The various generations represented in the workforce.  
• Disabilities: Those in the workforce with physical, mental or emotional disabilities. 

EQUITY: Ensuring fair treatment, access and advancement for everyone in an organization, regardless of identity, by actively addressing and eliminating biases and systemic barriers. 

INCLUSION: Organizational efforts and practices that welcome groups or individuals from different backgrounds, such as age, race, ethnicity, religion, gender, family status, socioeconomic status, and more. 

 

DEI at CEVA Logistics  

As a global logistics company, CEVA is committed to promoting and valuing diversity, equity and inclusion within our workforce by creating an environment in which employees feel valued and respected and are supported in reaching their full potential. As part of this commitment, CEVA employees are required to complete annual company ethics and compliance training.  

As a company, we act locally while maintaining a global mindset. Our 110,000 global employees represent enormous diversity across language, ethnicity, gender, age, and so much more. CEVA employees come from different backgrounds, each with unique experiences and skills. Their perspectives help shape our business across the globe, enabling us to enrich our service offerings and build better customer relationships. 

We make special efforts to develop unique recruitment programs in the regions where we do business. For example, our recruitment program for disadvantaged communities in Brazil partners with community associations and the city government and recruited more than 1,000 employees in just three months this year.   

Sionara Rodrigues Santana has been with CEVA in Brazil for fifteen months. As a young working mother, she appreciates the opportunity to grow her career and expand her skill set.  

Soilise Blaize has been part of CEVA in Brazil for a year and a half. While not originally from Brazil, she’s found her place within CEVA. 

Elsewhere, in partnerships with associations around the world, such as Nes & Cité in France, we aim to facilitate the inclusion of disadvantaged people who have difficulty accessing the job market. Every year, we commemorate the International Day of Disabled Persons. 

In the North America and Latin America, CEVA teams launched workshops and training sessions to raise employee awareness of the history, rights and challenges of LGBTQ+ people. CEVA supported the International Day of People with Disabilities, highlighting the success stories of some of their workers with disabilities. 

CEVA Logistics observes a wide variety of local and international events including Black History Month, Remembrance Day, Veterans Day, International Day of Families, International Women's Day, Children's Day, and more. 

 

The Results 

There are wide-ranging surveys and statistics to support the time and support for DEI policies in the workplace: 

• Ethnic and racially diverse companies outperform their competitors by 35%, and companies with a gender-diverse workforce have 15% higher financial returns than non-gender-diverse companies (McKinsey). 
• Teams with gender-diverse executives or leadership are 21% more profitable than non-diverse teams (Harvard Business Review), producing 19% more revenue (Growthforce). 
• DEI framework can drive future growth. A diverse team is 80% more likely to make better decisions compared to a less-diverse team and companies with a diverse workforce are 70% more likely to capture new markets (Harvard Business Review). 

DEI is also an important factor in workers’ employment decisions. Three out of four jobseekers say they prefer companies with a diverse workforce (Glassdoor). A cross-generational survey showed that approximately 63% of all employees prioritize DEI programs when choosing a company to work for; within the survey group, 73% of Gen Z and 68% of millennial respondents said the same (EY). When it comes to innovation, 74% of millennial employees believe companies are more innovative when culturally inclusive (Edume). 

There are significant long-term benefits for companies deploying DEI policies. By ensuring impartiality in compensation and company benefits, and by providing equal opportunities for all, companies motivate their employees, strengthen cohesiveness and forge better team performance. Cultural cohesiveness strengthens when employees feel valued. 

The lack of workplace diversity and inclusion can lead to high levels of disengagement and turnover—costing U.S. companies upwards of $450 billion to $550 billion per year, according to Forbes.  

 

Slow Progress 

The first significant legislative move linked to DEI issues occurred in the U.S. with the 1990 Americans with Disabilities Act, which provided legislative protection for disabled people and provided a global framework for inclusion and accessibility. Since then, more than 30 countries have adopted similar legislation, and related framework has shaped up around other DEI issues. 

Progress in building diverse workforces takes time. Persistent inequality jeopardizes social cohesion, maintains disparities in opportunities and outcomes and impedes economic efficiency. One main issue stands out—the average worldwide gender pay gap between men and women of 17%, with women receiving less than their male counterparts in similar professional roles (Forbes). At this rate, it would take another 151 years to close the global economic gender gap.  

 

Headwinds 

Today, as external forces that had propelled investment in these programs decrease, DE&I faces headwinds. In the U.S., the number of companies with a DEI budget fell by four points in 2023, and the number of organizations with a DEI strategy saw a nine-point decrease.   

However, while many businesses have reduced DEI budgets and initiatives, there was a six-point year-over-year increase in the number of U.S. organizations with a designated DEI leader. It’s too soon to tell whether these headwinds will circle the globe or be contained and continued by nationally legislated DEI policies.   
 

Is DEI still relevant? 

Despite the apparent decline in external impetus supporting DEI, related guidelines and training workshops have remained in place as they help employees at all levels and across all departments to work better together. Training helps employees recognize implicit bias and enhance cultural awareness.  

Workforce education provider, InStride, focuses on the following competencies: 

• Cultural humility: The practice of challenging biases and prejudices in the workplace (including one's own). 
• Awareness of social identity: Understanding an individual based on the groups in which they belong. 
• Challenging structural inequalities: Institutional patterns that provide advantages or disadvantages to members of the workplace based on race or identity. 

DEI practices have been shown to give companies a competitive advantage in talent recruitment and retention. In a 2023 CNBC survey, 80% of respondents—primarily from Gen Z (the youngest cohort in the labor market)—said they want to work for a company that values diversity, equity and inclusion efforts. 

DEI policies are a determining factor for quality employees seeking employment. They benefit the company in many ways, including improved collaboration, innovation, recruitment, employee satisfaction, customer satisfaction, employee engagement and retention.  

DEI is a long-term investment for CEVA.  We can see that this framework helps our employees stay motivated at work and helps us achieve our long-term business goals while supporting the global communities where we do business.