In the fast-paced world of AI and automation, developing a competitive edge requires new perspectives on talent, innovation, and agility. For Janice Robinson Burns, a human capital skills advisor, approaching diversity, equity and inclusion (DEI) as a business strategy rather than a social issue is key.
“Stop thinking about DEI from the social issues perspective and start thinking about it as a business imperative,” urges Janice. “In the age of AI competition is fierce and there are three key components of your business strategy that you must succeed at if you want to compete effectively.”
Competing for Specialized Talent
The first component is acquiring specialized, highly-skilled talent tailored to business strategy execution. Janice explains that talent pools are expanding beyond traditional channels.
“These may not be your traditional people,” she notes. “They may not come from traditional educational backgrounds. They may not even come from an educational background that we recognize.”
Janice highlights how alternative certifications and experiential learning can produce workers exceeding Ivy League graduates. Focusing on competencies rather than credentials is key.
Accelerating Innovation Through Diversity
Rapid innovation is the second critical pillar. Hiring for diversity of perspective accelerates innovation through design thinking.
“When you have a workforce that knows how to use design thinking because they’re leveraging their different perspectives and problem-solving approaches, your innovation is more rapid in coming to life,” Janice states.
Cross-functional, diverse teams iteratively develop solutions tailored to customer needs. They also refine innovations quicker through regular user testing and feedback.
Developing an Agile Workforce
Finally, businesses need an agile workforce that can pivot rapidly. Janice emphasizes that strategic priorities shift constantly in today’s dynamic marketplace.
“What you have someone doing today you may need to pivot and have them do something else tomorrow,” she explains. “That means you have to have an agile workforce – a workforce that has diverse skills and is willing to be deployed to different projects and strategic initiatives as needed.”
In exchange, employees want to feel inclusion, belonging, and value. Diversity, equity and inclusion promote workforce agility.
Rethinking DEI as a Business Imperative
Traditionally, many companies have viewed DEI as a public relations concern or social initiative. Janice asserts it is time to radically reframe DEI as a business growth strategy.
“Stop thinking about it as a nice to-do to address social issues and think about it as a smart, smart thing to do to advance your business strategies and compete more effectively,” she urges.
Keys to Unlocking DEI’s Potential
So how can organizations practically leverage DEI for strategic gains? Janice recommends three guiding principles:
1. Compete Fiercely for the Best Matching Talent
Let go of traditional hiring norms around pedigree and credentials. Janice advises sourcing talent purely based on the specialized skills and experiences needed to execute business strategy. “Be fierce about competing for the best, highest skilled and most specialized talent that is associated with what you need to do to execute on your business strategy,” she emphasizes.
2. Seek Workforce Diversity of Perspectives
Hiring for cognitive diversity accelerates innovation through design thinking techniques. With diverse perspectives come creative approaches to solving problems. “Make sure that you have a workforce of people who have different perspectives and approaches for how to solve problems so that those people can be more effective using design thinking techniques,” Janice explains.
3. Develop Workforce Agility
Create an agile workforce adept at shifting between strategic priorities. Provide ongoing development while cultivating a culture of inclusion and belonging. “You have to have an agile workforce – a workforce that has diverse skills and is willing to allow you to develop them and help them grow,” states Janice.
Preparing for the AI Future
With AI competition intensifying, the businesses that will thrive are those that leverage diversity, equity and inclusion for strategic talent, innovation, and agility gains.
“If you want to be more competitive in today’s highly, highly technically focused AI marketplace, then you need to start thinking about diversity, equity and inclusion very differently,” concludes Janice.
The time is now to realize DEI’s full potential as a business growth accelerator. As Janice declares, “It’s time to start thinking about it as a smart, smart thing to do to advance your business strategies and compete more effectively in this very dynamic marketplace.”
Visit her website or check out her LinkedIn profile to learn more Janice Robinson Burns and her approach.
