In today’s business world, companies are beginning to realize the importance of supplier diversity as an integral part of supply chain management. Programs are designed to source goods and services from businesses owned by equity deserving groups such as women, people of colour, 2SLGBTQAI+, and people with disabilities. This practice helps create economic empowerment by providing opportunities for diverse suppliers who have traditionally been overlooked.
How to Focus on Inclusive Products and Services
Organizations can begin by researching diverse suppliers in the industry or using resources such as WeConnect International, which offers certification for diverse suppliers and provides resources on why supplier diversity is important. Not only does this increase credibility, but going through the certification process will greatly improve how you do business. Veza Global has recently become certified as a women owned business with WeConnect International, granting us access to opportunities around the world where certified suppliers are prioritized.
At Veza, it is a priority for us to integrate the principles of IDEA + B into our organization, and this certification is one example of how we embed inclusion, diversity, equity, accessibility, and belonging into everything we do. One of the pillars in the IDEA + B assessments that we offer is supplier diversity, so it’s imperative that we participate and take action to give opportunities to equity deserving groups.
Supplier diversity is one more component for an organization to move along the inclusion, diversity, equity, accessibility, and belonging (IDEA + B) maturity model. It is essential to recognize that the supply chain plays a critical role in achieving equity and inclusion goals.
Creating a Supplier Diversity Program
One of the key steps in implementing a successful program is to establish a supplier diversity plan. This plan should include a clear statement of the company’s commitment, goals, and strategies for identifying diverse suppliers, training, and monitoring progress.
When considering a supplier diversity program, organizations can ask themselves important questions like:
Where are we spending our money, and how are we using our investments to bring more equity to society?
Where are we getting our contractors from, and how do we advertise to contractors?
Where are we getting our supplies from?
How can we give opportunities to people who might not otherwise have access?
Equitable practices can also be embedded into the creation of products and services, by considering the end user first, and asking questions like:
Who else can benefit from this?
Who can benefit from this product or service that might not otherwise have access?
Companies such as Coca-Cola, Johnson & Johnson, and Toyota Motors North America made a public commitment to supplier diversity, which helped to ensure that their programs received the necessary resources and attention. By having a well-defined plan, organizations can ensure they are taking the necessary steps to create economic opportunities for equity deserving groups, including connecting these groups with potential job opportunities. Find out more about how we’ve implemented an equitable database at Veza Global to help with this process.
Monitoring and Measuring Progress Toward Achieving Supplier Diversity Goals
One way to promote supplier diversity in your business is to monitor and track the diversity of your entire ecosystem, including partnerships with MWBEs (Minority and Women-owned Business Enterprises) throughout the entire value chain. It’s important to expand beyond the traditional supplier diversity measures and recognize that these partnerships may not always be direct supplier relationships or a single budget item. Additionally, it’s valuable to communicate and publicize your organization’s efforts in forming these partnerships to promote transparency and accountability.
Training employees on the importance of supplier diversity and the specific policies and procedures in place for sourcing and contracting with diverse suppliers is crucial. When employees are aware of their company’s efforts to engage with a diverse range of suppliers, it can have a positive impact on productivity, engagement, and recruitment. This helps demonstrate that the company is truly committed to its diversity initiative, and not just giving lip service.
Embedding Inclusion, Diversity, Equity, Accessibility, and Belonging Every Step of The Way
In addition to following the IDEA + B framework, there are other steps businesses can take to ensure supplier diversity. Organizations can also ensure that their procurement processes are transparent and fair, make an effort to reach out to diverse suppliers and encourage them to bid for contracts, and encourage their existing suppliers to diversify their own supply chains. Finally, businesses should ensure that their internal culture, marketing, products and services, and supply chain all embody the principles of IDEA + B.
Continue to Make Supplier Diversity a Priority
To ensure the success of a supplier diversity program, companies need to establish a supplier diversity plan, build relationships with diverse suppliers, train employees, and monitor progress. By doing so, organizations can not only promote workplace diversity but also drive economic growth and contribute to a more equitable and inclusive society.
If you’re ready to get started, find out more about how Veza Global can help you with an IDEA + B Assessment. Looking at 4 pillars within your organization, including supplier diversity, we will analyze your current practices, identify opportunities for improvement, and create a customized strategy and roadmap with actionable recommendations toward your goals.
The systems that we live in can be exhausting especially when you are doing so much to change them. It is frustrating, agitating, can bring up feelings of hopelessness and a span of other emotions. It can be very defeating when you have put your time and energy into doing your best to positively impact the organization and the world.
These feelings are all very valid. All of us have been there, especially when you work in human resources or equity, diversity, inclusion and belonging. The resilience and capacity to deal with the emotions decreases, however the fire inside you still burns.
It is that fire that is the fuel for real change.
That fire can be harnessed by finding areas of influence that are in your sphere.
So what is in your control?
Partnerships – who finds out about the job opportunities open in your organization? Sharing them with organizations that support equity deserving groups is a great way to create change in one person’s life. (Veza created this hiring partners and supplier diversity list that may be useful)
Diversify Suppliers – to create true economic change for equity deserving groups hire them and their companies. Truly move your money to companies that otherwise may not be a part of the supplier list for your organization
Community – connect with others who are also interested in changing systems and share best practices. Currently, Veza hosts this group on Linkedin and soon we will be announcing something special in this area so please keep a lookout on the space
What are strategies that you use to impact your sphere of influence?
What does support for Internal EDIB Committees look like?
In our experience in working with internal EDIB Committees, we do see the 5 stages of team development:
Forming
Storming
Norming
Performing
Adjourning
The team usually requires facilitation at the beginning of the EDIB journey for the organization to balance the priorities of individual passions with the organizational mandate/mission.
We usually find that the EDIB committee requires the support of senior leadership to tackle any roadblocks and budget issues. It always helps if senior leadership attends the first few meetings to address frustrations, challenges and provide direction.
The individuals on the committee may volunteer their time, and are often from equity-deserving groups. Veza recommends inviting all who want to be on the committee to join for diversity of thought as well as finding ways to compensate them for their time through monetary means, professional development or time off.
The EDIB committee needs opportunities to have discussions with leadership in order to remain in alignment with the organizational strategy.
The committee is meant to support any EDIB staff, whereas the EDIB staff may work with this committee for advice and deliverables as seen fit.
It is important that this committee be grounded in change management and change communication in order to be successful in their endeavours.
All these supports will empower the individuals on the committee to make the impact they strive to make.
When you are making organizational cultural shifts with systemic change steeped deep in equity, diversity, inclusion and belonging, you require a budget line to go along with it. As with HR, EDIB is not meant to be an expense item but rather an investment and an asset for the organization.
EDIB budgets need line items for the following (it is not exhaustive):
Staff
A manager and coordinator, depending on the size of the organization
Training budget
Some of this needs to be controlled by this team while team-based training is a part of the team budget
Gift cards/gifts for participation in activities
Honorarium amounts for the EDIB committee
Resources
Creating a resource that is accessible to staff for their ongoing learning
Event budgets to host speakers and dialogues
We would love to know what you include in your EDIB budget!
Leadership has really changed in the last few years. We are expecting leaders to lead with more self awareness of their actions, understand the feelings of their staff while addressing social issues that are impacting their team members, manage a pandemic and business changes. In conversations with the leadership population of our clients through EDIB consulting work or inclusive leadership coaching, we find that these leaders are navigating a new way of being. This new way is one of deeper vulnerability, authenticity and transparency.
These leaders are trying to understand how these feminine leadership traits balance with the masculine leadership traits of targets and bottom line that they grew up with. They are navigating their own traumas while supporting their team members in balancing the pressures of societal issues and the pandemic.
Many of the leaders have shared that being vulnerable in the workplace has been quite terrifying, as they fear that staff members may lose confidence in their leadership. However, the beautiful occurrence time and time again is when leaders combine authenticity with vulnerability: staff members for the most part welcome the heart-felt engagement. There are a select few who will judge or lose confidence however they usually are not a culture add for the organization so they self-select themselves out.
As per the Merriam-webster definitions:
Vulnerability is the quality or state of being exposed to the possibility of being attacked or harmed, either physically or emotionally.
Authenticity is being true to one’s own personality, spirit, or character.
The beauty of being vulnerable and authentic is people see what they can trust within an individual. They become aware of false personas that are hindering connection. The connection at this level is what supports the creation of inclusive teams and inclusive culture. It is therefore important to become comfortable with one’s own truth, past and bias in order to truly be an inclusive leader.
Through Veza’s advisory and inclusive leadership coaching, we work with leaders to address these uncomfortable situations with a little more ease and grace. The beauty of discomfort is there is always room for growth.
For many of us, we are planning or amidst our transition back to the office or a hybrid model. For some, there is a level of excitement and while for others, there is a level of anxiety.
The excitement of being around others is wonderful for the extroverts, while the introverts are looking for new ways to manage their energy.
Creating an inclusive hybrid workplace needs to be a practical, planned and purposeful exercise where extra attention needs to be given to accommodate in-person and remote employees.
Below are 9 ways to be more inclusive in the hybrid workplace:
Involving remote team members in meetings through inviting them (even last minute), providing video option for meetings
Managing remote meetings (inclusion of those not in the room)
“Transferring” water cooler chat to online chat
Creating an environment where all feel valid for their choice. There is no shaming for working from home
Effective performance management taking into account that rapport is harder to establish online
Ensuring the right information is getting to the right individuals. It is easier to have conversations in person therefore an important piece is remembering who else needs to be a part of that conversation.
Continue regular weekly 1:2:1 check-ins and regular weekly team meetings are important to create a sense of belonging within the team.
Encourage team members to participate in cross-organisational committees and activities
Start weekly meetings with a personal check-in and breakouts where possible to engage team members in conversation. Breakouts can be to discuss key questions like:
How did you feel you contributed in the last week?
What is something you are proud of?
What is a lesson you learned?
Always, feel free to take Veza Global Inclusion Self Assessment Quiz as way to measure where your organization is on the Equity, Diversity and Inclusion maturity model.
Join us as we talk about the ways we can incorporate both our left and right brains – the creative and analytical approach – to our work, even if we have never considered ourselves “creatives” or “storytellers.” Everyone has a story to tell, either about their work, personal lives, history, culture, or the way they see the world. It’s our superpower and so many of us keep it hidden because, at some point in our lives, we were told we aren’t smart enough, creative enough, or capable enough. In this chat, we will discuss tangible steps on how to cultivate more thought leaders and empower them to tell their stories and speak from their lived experiences.
Stephanie Raghubar (She/Her)
Stephanie Raghubar has almost eight years of extensive experience in the market research field in Canada, analyzing and bringing data to life through interpretation and visualization.
She has led partnerships with Procter & Gamble, Jamieson Wellness and other consumer goods companies, designing strategic solutions to complex business problems.
After taking an extended backpacking trip across South and Southeast Asia, Stephanie has pursued a career as a freelance Market Research & Data Expert, providing analyses, guidance and presentations on largely survey and advertising data. Stephanie holds a Bachelor’s Degree in Economics.
Stephanie currently spends her time between various places in India, and her hometown near Toronto.
Jaspreet Kular (She/Her)
Jaspreet has a strong diverse background in International Relations, specializing in Geopolitics and Connectivity, Immigration (corporate, family class, student, and humanitarian streams); and Human Resources Compliance. Currently, she is working on a PhD research proposal examining the tactics and images used by organizations for fundraising drives to benefit populations of the Global South.
The objective of her proposal is to generate images and narratives that disrupt the uneven and colonial power dynamics between the Global North and Global South, without negatively impacting target amounts for donations. The assumption that drives this proposal is that reifying stereotypes of the Global South hinders progress for long-term solutions whereas community empowerment, through narrative and image shifts, could lead to locally-developed, locally-led, sustainable solutions. Jaspreet originally hails from Vancouver and currently resides in the Netherlands.
Ishu Kler (She/Her)
Ishu Kler is a photographer and Social Media Manager at Veza Global. She currently owns and operates a freelance photography company called Ishu Kler Creative where she specializes in branding, portrait and event photography. Born and raised in Vancouver, B.C., her love and passion for photography led Ishu to travel and live in New Delhi, India, where she obtained her Diploma in Photography. She also travelled to Costa Rica in 2015, where she obtained her Certificate in Documentary Photography from Photographers Without Borders.
“My love for stories came from my love of travelling to new places, learning new things and hearing of all the experiences people across the world have had and live. Diversity and inclusion has always been something I have been passionate about, and through my work at Veza I have been able to learn so much about the power that inclusion and belonging have. As a photographer, one of the most rewarding experiences I have is being able to bring out the inner-confidence of my clients. It’s more than taking a photo, it’s listening and working through self-doubt, confidence and my client’s past experiences in their lives. Diversity and inclusion is so important in my work, and I want for people to be able to know that the sky is the limit, regardless of what background they come with.”
Jodi Dodd (She/Her)
Jodi is a passionate writer, editor, and organizer with high attention to detail. Committed to clear communication and integrity, Jodi works with individuals and organizations who are making the world a better place, helping them express their essence and reach more people.
Her experiences in travel, working with equity-deserving communities in other countries, holding space for healing, and studying human behavior for over 15 years have given her a compassionate perspective and open mind to bring more inclusion, belonging, and diversity of thought to all her projects at Veza Global and beyond.
Kelsey Kalyn (She/Her)
Kelsey is a passionate Multimedia Designer & Communications Specialist with a diploma in Multimedia Production and over nine years of diverse design experience in different areas of the world including roles within multinational in-house marketing teams Microsoft and Technetix, marketing agencies and freelance. These experiences have led her to develop strong use of design principles, skills in Adobe Creative Cloud, knowledge in motion graphics and video editing, and knowledge in creating effective communication for a wide range of audiences and cultures.
Currently she is finishing a Bachelor in Professional Arts Major in Communication Studies, a degree program that compliments her multimedia production background with theory and research from the communications field, allowing her to apply her expertise within national and international mass media and communication contexts.
Shreya Seghal (She/Her)
Shreya is currently an IDEA+B Consultant with Veza Global, and passionate about creating inclusive environments for everyone. Shreya has spent 6 years in the Technology industry, focusing on Talent, Operations, and DEI. Shreya’s purpose in life is to help others by making their lives easier and ensuring everyone is treated fairly along the way.
Shreya looks for opportunities to improve processes, and create efficiencies everywhere she goes, with the IDEA+B lens on everything. Most recently, Shreya worked with an edu-tech company, where she was able to blend her passion for creating equal opportunities and inclusive environments for everyone by owning Talent Operations and leading their IDEA+B initiatives.
Shreya has also taken a coaching course through the International Coaching Federation, and loves to mentor her peers. At Veza, Shreya contributes to process improvement and People & Culture related projects.
Manpreet Dhillon (She/Her)
Ranked #15 globally on the 2020 EmPower Ethnic Minority Future Leaders list, Manpreet Dhillon is the Founder, Veza Global. Over the past 15 years, Veza Global has built and supported the implementation of IDEA-B throughout all levels of an organization by applying research-based organizational maturity models and utilizing proprietary assessment technology developed from our international experience. Manpreet has over 20 years of leadership, coaching, human resources, and community development expertise. She focuses on creating systemic change to address institutionalized inequalities through representation from the communities being served.
Manpreet serves as an Ambassador with the Women’s Enterprise Center and as a past Business Coach for Entrepreneurs with Disabilities program. Veza has worked with several notable organizations including UN affiliate: Organization for the Prohibition of Chemical Weapons, UN Women, HR Tech Group, Immigrant Employers Council of BC and Terramera. Manpreet has also led a trade mission of women entrepreneurs to Croatia – one of the first held by a private company to further the mission of increasing export by women entrepreneurs. She has held positions as a board member of Canada India Education Society, liveBIG Society, British Columbia Institute of Technology Alumni Board of Directors, past Board Member of Royal Roads University, and has served on various arts and health boards.
Manpreet received her Masters in Organizational Management as is a Certified Human Resources Professional, Certified in Gender Mainstreaming and Certified Internal Auditor and is a settler, born in Canada with parents from India. She is a contributing author to Chicken Soup for the Soul, and a contributing author to Forbes, Thrive Global, and CHRP People Talk.
Andisheh Fard (She/Her)
Andisheh is an IDEA-B Consultant at Veza Global. She has experience in community engagement, facilitation, anti-racism, anti-oppression, human rights, as well as mass atrocity prevention and response. She holds a Master of Arts in Human Rights Studies from Columbia University and a Bachelor of Arts (Honours) in Political Science with International Relations from the University of British Columbia. She has worked with and volunteered for numerous organizations, including Impact North Shore, Simon Fraser University, the International Coalition for the Responsibility to Protect (ICRtoP), Asia Pacific Foundation of Canada, UN Women in Afghanistan, and the North Shore Women’s Centre.
Andisheh was born in Tehran, Iran and is a visitor on the unceded and ancestral territories of the Sḵwx̱wú7mesh (Squamish) and səlil̓ilw̓ətaʔɬ (Tsleil-Waututh). For Andisheh, inclusion means having a sense of belonging and freedom to be your true self without fear. As an EDIB constant at Veza Global, Andisheh works with clients to embed Equity, Diversity, Inclusion and Belonging across their operations.
John Kehinde Atoyebi (He/Him)
John is an IDEA-B consultant with Veza Gobal. He has over ten years of experience in the justice sector. He worked in a private law firm, as a government counsel and in the Nigerian judiciary, first as a researcher and later as a judicial officer. He led diverse teams in the justice sector and collaborated with relevant stakeholders to promote and protect the human rights of the people. In addition, John has experience in community mobilization, and he has worked with several organizations and communities to create peaceful and inclusive societies.
John is a human rights activist and has taught graduate students International Human Rights Law in the University. He has attended several human rights training in prestigious institutions, including the Centre for Human Rights, University of Pretoria and the Lucerne Academy for Human Rights Implementation, University of Lucerne, Switzerland.
John holds a bachelor’s and master’s degree in law. He was called to the Nigerian bar. He is also a graduate of the Master in Intellectual Property and Development Policy programme, jointly organized by the World Intellectual Property Organization, the Korean Intellectual Property Office and the Korea Development School of Public Policy and Management.
He is an experienced public affairs analyst, a policy researcher and analyst, and a community mobilizer. He is a leadership expert who became exposed to leadership as a teenager. He has since participated in numerous youth-centred programmes and initiatives locally, nationally, and internationally while also providing leadership.
He is a certified IDEA-B professional. His principal motivation for joining Veza Global was to contribute to creating a world where humans will live daily in the consciousness of the truth of their shared Humanity— the truth that every one of us is sacred, has dignity, and has the right to wellbeing in this human experience. As a consultant to Veza Global, he Provides strategies and advice on how to help organizations embed Equity, Diversity and Inclusion in their operations.
To John, inclusion is means that no one is denied the right to enjoy the collective human experience.
John is a visitor to the unceded and ancestral territory of the Musqueam, Squamish, and Tseil-Waututh Indigenous peoples of Canada.
Ramya Kandhasamy (She/Her)
Ramya is a Leadership Training Consultant at Veza. A Change Agent, Ramya has spearheaded several transformational initiatives around strategy, KPIs, marketing, hiring, company culture, processes, employee engagement, and more.
Creating an accessible and inclusive work environment is at the core of every leadership role Ramya has essayed. Her work has helped mitigate bias in business planning and strategy across multiple organizations. She has nurtured innovation through diversity of thought while cultivating a climate for progressive feedback. All this enabled Ramya to build high-performing and super-engaged teams of 70+ individuals.
Her passion for enabling organizations to thrive led her to leave behind a rewarding 11-year career at Yahoo to start her own Strategy Consulting business in 2021 as a new immigrant in Sweden.
Michelle Casavant is mixed heritage, French, Cree-Metis, and Irish from central Saskatchewan. She has been a visitor on the unceded territory of the Musqueam, Squamish, and Tsleil Waututh people since 1997. Michelle has a background and formal training in fine arts, education and law. As a member of the urban Indigenous community in Vancouver for 20 years she has been actively involved in breaking down barriers for Indigenous peoples and students and building bridges with non-Indigenous peoples and communities.
Michelle’s work in Aboriginal law began 15 years ago. She has worked for the federal government for 10 years in numerous roles involving Indigenous peoples and communities: she was part of the legal team at the Department of Justice that conducted the Independent Assessment Process hearings for residential school survivors, she has been a Negotiator with Crown-Indigenous Relations, and managed a consultation team for major projects with Indigenous Services Canada.
Michelle has sat and sits on many boards and committees providing Indigenous perspectives to policies and programming. She has a passion for sharing her culture. Michelle actively hosts Indigenous authors book clubs, cultural competency training, community engagement, and cultural workshops.
Ishu Kler is a photographer and Social Media Manager at Veza Global. She currently owns and operates a freelance photography company called Ishu Kler Creative where she specializes in branding, portrait and event photography. Born and raised in Vancouver, B.C., her love and passion for photography led Ishu to travel and live in New Delhi, India, where she obtained her Diploma in Photography. She also travelled to Costa Rica in 2015, where she obtained her Certificate in Documentary Photography from Photographers Without Borders.
Kelsey is a passionate Multimedia Designer & Communications Specialist with a diploma in Multimedia Production and over nine years of diverse design experience in different areas of the world including roles within multinational in-house marketing teams Microsoft and Technetix, marketing agencies and freelance. These experiences have led her to develop strong use of design principles, skills in Adobe Creative Cloud, knowledge in motion graphics and video editing, and knowledge in creating effective communication for a wide range of audiences and cultures.
