Presented by Symba, #OpenUpTheWorkforce interviews feature executives advancing inclusion, diversity, and equity for the future of work. In these short audio-only episodes, host Ahva Sadeghi speaks with top leaders about what it takes to develop and implement inclusive processes.
In this episode of #OpenUpTheWorkforce, Ahva speaks to Florencia Stanfield, Chief Diversity, Equity and Inclusion Officer at Vitesco Technologies. Florencia’s passion for inclusion in the HR space began with the start of her career, working in HR and DEI stints at companies in Uruguay, Argentina, and other countries across Latin America. She shares best practices for DEI that are both inclusive and can function on a global scale. Read some key takeaways Florencia shares with Ahva, and listen to the full episode here.
DEI Ebbs and Flows Constantly With the Trends; Do Not Panic Amidst Change
On June 29, 2023, the Supreme Court ruled that race-conscious college admissions policies at two universities aimed at maintaining racially diverse student bodies violated the Equal Protection Clause of the Fourteenth Amendment, which broadly prohibits discrimination based on race.
The affirmative action ruling has altered DEI, appearing to have diminished the enthusiasm for DEI efforts within many American organizations. Despite this setback, Florencia remains hopeful that diversity will continue to be top of the mind for forward-looking leaders. She cautions company leaders against panicking about rulings or legislations or market changes. Instead, she urges leaders to view DEI activities as more than mere checkboxes, but as catalysts for shaping and nurturing an organization's culture for the long-term. Authentic DEI efforts can influence behaviors, communication, and relationships among individuals, ultimately impacting business outcomes. Regardless of external trends, it is vital to persist with DEI initiatives.
Building Honest, Transparent Organizational Culture in DEI
Trust is the foundation for a culture of transparency in DEI, which includes acknowledging one’s imperfections. Even leaders in the industry are not immune to errors, although a crucial distinction exists between genuine mistakes, which can offer valuable chances for learning and development, and microaggressions. Florencia underscores the importance of embracing imperfections as a vital step toward fostering an inclusive environment.
In addition, it is important to follow through with goals and objectives with unwavering dedication. Florencia says, “if you say you are going to do it, do it.” Leaders must be resolute in their endeavors, ensuring that promises made are promises kept. Failure to do so risks undermining authenticity and establishing a negative precedent for employees. Change cannot just be spoken words; it demands actions, even when leaders inevitably falter.
Getting Buy-in and Resources for DEI Initiatives
DEI leaders often face the challenge of securing formal resources for their initiatives, but Florencia shares an approach that has yielded the most success for her. First, she emphasizes the importance of building strong relationships with executive leaders who believe in the initiatives and will enable their teams to take part. She also highlights the significance of igniting people’s passions by connecting with individuals at a personal level, understanding what motivates them, and inviting them to join DEI initiatives. While formal resources may be scarce, building relationships and influencing people can pave the way for success in moving the organization toward the desired culture. The key strategy here is to find allies who share a passion for the cause.
How Vitesco is Attracting Diverse Talent
“Younger generations want to be part of companies that are helping sustainability and helping the environment. They want to work in companies where they have a voice.” — Florencia Stanfield
Florencia discusses the ongoing war for talent facing many sectors, and the automotive industry, a flagship American industry, is no exception. Vitesco is already positioning itself as an employer of choice for young talent who are looking to work at companies that serve social good. As the auto industry transitions to clean energy, Florencia is proud that Vitesco is taking a leading role in that transition. By contributing to cleaner mobility, the company’s business model appeals to early careers in the energy industry. This talent segment is known for its affinity to work on environmentally friendly projects and by joining Vitesco, they can be proud of their contributions to a cleaner planet.
Florencia also cites early career programs, such as apprenticeships, internships, and working student programs that allow students and recent graduates to connect with Vitesco. She highlights the approachability of Vitesco’s leadership team, a factor which aligns with the younger generation’s preference to work at companies that listen to their employees’ voices and encourage learning journeys.
ERG Best Practices from Vitesco
SHRM defines Employee Resource Groups as voluntary, employee-led groups whose aim is to foster a diverse, inclusive workplace aligned with the organizations they serve.
Discussing the challenges and strategies for managing global ERGs, Florencia states that there’s no one-size-fits-all approach. Diversity varies across regions and countries, and successful global ERGs require an understanding of local contexts and identities. She shares an example from China where having a multi-child family is diverse, spotlighting the need to adapt ERGs to local perspectives.
Florencia advises global ERGs should have a central leadership team to set an overall strategy, while allowing local chapters to interpret and apply these guidelines based on the needs of their specific audiences. Additionally, she acknowledges the challenge of getting buy-in for ERGs, given that employees are balancing their involvement with their regular jobs. To see success, you need to find passionate individuals who are willing to contribute their time and effort to ERGs.
What Do You Believe Are the Next Steps Leaders Need to Take in Order to Truly Open up the Workforce?
“Companies need to be a lot more fluid and fast in how they’re opening up job positions and opening up for talent to come in.” — Florencia Stanfield.
The traditional, slow, and ponderous hiring approach poses serious limitations to talent attraction. For this reason, companies need to explore more creative methods of talent acquisition, such as hiring on the spot at job fairs or recruiting entire teams of college graduates for specific projects. Doing so will help American businesses become employers of choice for the next generation of talent.
About Florencia Stanfield
Florencia is the first Chief DE&I Officer at Vitesco Technologies, a Tier 1 German supplier of powertrain and electrified solutions in the automotive industry, with 38,000 employees worldwide. She has over 25 years of work experience in human resources, cultural transformation, and diversity, equity, and inclusion (DE&I) across various industries and regions, including previous roles at Catalent Pharma Solutions, Dow, GE Power, and Bank of America. Florencia is on a mission to foster a culture of inclusion and belonging where everyone can thrive and contribute to the success of their organization.
