Dr. Angela Anderson on supporting executive leaders, prioritizing DEI in tough economic times and the importance of data.

Dr. Angela Anderson is currently the US Head of Diversity and Inclusion, Operations and Strategy at Novartis. She is internationally certified as an executive coach, master speaker, and trainer. Dr. Angela is the #1 international best selling author of Now What?! Get OVER Yourself and MOVE! With over 20 years experience, Dr. Angela has been called in to lend her expertise to multiple organizations including Verizon, FedEx, Lee Hecht Harrison, United Way, Ericsson, Comdata, multiple universities, and the United States Department of Defense.

Dinal: With new layoffs happening each week and diversity, equity, and inclusion (DEI) folks being disproportionately impacted, what are some of the ways to ensure executive leaders maintain DEI as a key organizational priority?

Dr. Angela: A recent study by Inclusion@Work, Gender-Action Based Metrics for Executive Leadership, revealed that 90% of women stay longer at companies with DEI programs in comparison to only 60% of women at companies that do not have such programs.

90% of women stay longer at companies with DEI programs.

Additionally, inclusivity was linked to positive outcomes for women in the workplace, with 2 out of 3 women reporting that simply using inclusive language increased productivity by 28%. 

On average, 75% of the workers under 30 in the study reported that DEI initiatives drove company success. When leaders understand the benefits of DEI, it helps ensure that these efforts remain a priority.

It is important for organizations and executive leaders to maintain their diversity, equity and inclusion strategic focus because these efforts support business outcomes, the talent landscape and company culture.

Dinal: What are some of the ways you engage and educate executives on the importance of DEI?

Dr. Angela: It is important to share how DEI directly impacts the business.

Providing leaders with a solid strategy and measurable outcomes is essential in driving DEI success. Strategic alignment with the organizational goals is also imperative. DEI efforts are most successful in organizations that prioritize it as the way to do business.

DEI efforts are most successful in organizations that prioritize it as the way to do business.

The goal is to embed DEI into the DNA of the organization. With intention and effort, diversity, equity and inclusion become part of an organization’s culture creating an environment where all associates can be seen, heard, and valued.

Dinal: Can you share an example of when you dealt with an executive who did not see the value of DEI work? How did you manage the individual and the situation?

Dr. Angela: I have been fortunate to work with leaders who understand the cultural and business necessity of DEI. I understand that this is not always the case.

When faced with the challenge of presenting the benefits of DEI to those who may not be aware, data will always help tell the story. 

When leaders understand DEI benefits like increased employee morale, minimized turnover and increased engagement with new talent, it often helps increase the interest and implementation of DEI focus areas.