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The Role Of Psychological Safety In DEI
The Role Of Psychological Safety In DEI Manage Magazine defines psychological safety as the assurance that employees within a specific work environment can voice their opinions without…
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DEI is a Business Strategy: Holding Leaders Accountable
Over the last few years, boards, investors, customers, and society have been catalysts that have pushed for holding c-suite leaders accountable in DEI.
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The Role of Leadership in Fostering Inclusive Workplaces
Many organizations around the world are becoming more successful due to building diverse workforces. However, there’s still a huge disconnect between diversity and true inclusivity in the workplace.
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BEST PRACTICE
The key to understanding.
Most people do not listen with the intent to understand; they listen with the intent to reply. – Stephen Covey
“Executive Listening Tours” are gaining traction in the industry as a means to gain understanding and clarity around Diversity, Equity & Inclusion. This is a as a best practice for leaders who want to understand the lived experience, views and interpretations of a wide group of people within their organization. Leaders who participate in these exercises demonstrate strength, vulnerability and true inclusive leadership.
DEI Industry Study
With support from the State of Michigan and MICHauto, CADIA conducted a comprehensive DEI Industry Study in 2023 to address diversity, equity, and inclusion challenges within the transportation sector. The study establishes key baseline data, provides benchmarks for DEI, and offers actionable recommendations on how organizations can effectively improve the DEI measures identified. It focuses primarily on transportation companies, including vehicle manufacturing, aftermarket and parts manufacturing, defense, auto-tech, automobility, and other related industries, reflecting a broad and inclusive scope. This research aims to drive measurable progress, foster innovation, and build a more equitable future for the workforce. KPMG, a global leader in professional services, served as the study’s research partner, ensuring the study’s data integrity and practical relevance.
Background
Available data paints a picture of a transportation industry that is minimally diverse in terms of its workforce in gender, race, ethnicity and other diversity dimensions.
Available anecdotal information indicates that attrition rates in the industry for women and minorities exceeds the rates of their majority counterparts.
However, even high-level data remains scarce. There is a significant a lack of specific and granular data to illustrate the current state of the industry talent pipeline, as well as what the industry could look like if it authentically embraced inclusive cultures and truly leveraged and valued diverse talent.
There are some who doubt the industry’s need for diversity. There is also the belief that there is no pipeline of robust talent because the underrepresented groups simply do not possess the needed technical expertise.
Without objective data, it is difficult to make the case for diversifying the industry if these perceptions are not challenged. Furthermore, it will be impossible to measure progress without baseline data.
Research Objective
Identify the current state of diversity, equity and inclusion in the transportation sector, publish a white paper or report with analysis and collect data to develop a baseline to:
- Establish goals for representation throughout all functional and technical areas and leadership levels based on an available and qualified workforce
- Develop critical key areas of focus to achieve inclusive talent and leadership development
- Measure against other industries/sectors
- Measure progress over time in the automotive industry
This DEI study directly aligns with CADIA’s mission and supports one of the four critical workstreams of MICHauto’s High-Tech Talent Strategy to strengthen Michigan’s global competitiveness in the automotive, mobility and technology industries.
The broader initiative is being funded by a grant through the State of Michigan’s Mobility Futures Initiative with the goal of growing high-tech talent in Michigan and bringing to life the Michigan Office of Future Mobility and Electrification’s MI Future Mobility Plan.
