How AGS Supports DEI Initiatives
AGS is a global workforce industry leader, with extensive experience in guiding our partners through developing and implementing DEI strategies. One of the key actions for finding diverse talent is to engage suppliers that can source diverse talent.
As a global organisation, we recognise that each region has differing maturity levels in their approach to supplier diversity and, as a result, cater to regional challenges within our overall strategy. For example, North America is a more mature region in its measurement and government policies advancing supplier diversity, with organisations holding diversity certifications making up 58% of our strategic partner programme in the region.
We also hone the skills and highlight diverse suppliers with our AGS Supplier Diversity Mentorship programme in which selected suppliers participate in a 12-month program that consists of cohorts, training and additional resources. Topics of the cohorts include how to support an MSP, RFP guidance, sourcing strategies, guidance on how to scale and more.
For suppliers that are not in the programme, we provide coaching and training as needed to ensure they are successful for our clients. We conduct quarterly scorecards to evaluate their performance and during the performance review, we provide feedback on opportunities for them to grow, in addition to providing guidance and best practices on how to support the client’s programme. We also have strategies within accounts such as tiering/head up requisitions, supplier forums and focus groups. We are very intentional about increasing visibility to our other partners in the supply chain to help suppliers get access to other client programmes.
In APAC and EMEA, in the absence of legislation or regulatory guidance on driving supplier diversity, we have built our own DEI Supplier Diversity Scorecard to ensure we are at the forefront of socially responsible procurement and impact sourcing, while recognising our role as an enabler of driving economic and social impact to support diverse communities.
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The employee value proposition (EVP) must reflect the diverse needs, preferences and expectations of the workforce. DEI is the practice of ensuring that all employees are respected, valued and empowered to contribute to the organisation's goals and vision, regardless of their identity, background, or perspective. DEI also involves addressing any barriers or biases that may prevent employees from reaching their full potential or feeling a sense of belonging and inclusion. So, DEI is a natural part of improving work life for employees, just as the EVP is meant to do.
Employees who feel respected, valued and included are more likely to be satisfied with their work and stay with the organisation longer. They are also more likely to recommend the organisation to others and act as brand ambassadors. According to a 2019 study by LinkedIn, 71% of employees said that having a diverse and inclusive workplace is important or very important when considering a job offer, and 67% said they would be more likely to stay at a company that values DEI.
Employees who feel a sense of belonging and inclusion are more likely to be engaged and motivated to perform well. They are also more likely to collaborate, share ideas and innovate. According to a 2018 study by Deloitte, organisations with inclusive cultures are six times more likely to be innovative, six times more likely to anticipate change and respond effectively and two times more likely to meet or exceed financial targets.
Employees who have access to equitable opportunities and resources for learning and development are more likely to grow and advance in their careers. They are also more likely to acquire new skills, knowledge and competencies that can benefit the organization. According to a 2019 study by McKinsey, organisations with more diverse leadership teams are 33% more likely to have above-average profitability and 21% more likely to outperform on innovation.
Employees who reflect and understand the diversity of the customer base are more likely to deliver better products and services that meet the customer needs and expectations. They are also more likely to build trust, rapport and loyalty with the customers. According to a 2023 study by Numerator, 29% of consumers are willing to switch brands if they do not feel a sense of belonging, and 41% of consumers are more likely to shop at a retailer that demonstrates inclusion and diversity in its advertising, promotions and offers.
Creating an inclusive and equitable employer brand – also known as inclusive branding – and online presence can help companies to:
Build trust and credibility with potential candidates and current employees
Enhance its reputation, visibility and trust in the market
Attract and retain diverse talent that can contribute to its innovation and growth
Foster a culture of belonging and engagement among its workforce
Bring innovation and differentiation from competitors
Comply with legal and ethical standards of non-discrimination and equal opportunity
When a company’s brand and online presence show a more diverse workforce, the perception is that their brand is a reflection of the organisation’s social responsibility and ethical values. It signals the company’s commitment and capability to foster a diverse and inclusive environment, which can help attract, engage and retain top talent and gain a competitive edge and achieve better results.
Authenticity: Be honest and transparent with their company’s values, culture and opportunities, to avoid exaggerating or misrepresentation.
Accessibility: Have informative online content and platforms that are easy to find, navigate and understand by people with different abilities, languages and devices.
Representation: Showcase the diversity and inclusion of their company by featuring the voices, stories and achievements of their employees and stakeholders from different backgrounds, identities and perspectives.
Accountability: Monitor and evaluate the impact and effectiveness of their online presence and seek to improve and update it based on data, feedback and best practices.
Engagement: Interact and connect with their online audience by inviting feedback, questions and dialogue, and by providing relevant and timely information and resources.
