In July, SHRM announced they are dropping ‘equity’ from their inclusion and diversity framework, citing polarization and misunderstanding about the term. The move ignited a robust dialogue amongst HR professionals about the future of DEIB efforts.
The day after SHRM’s announcement, I sent an internal memo to all Cornerstone employees (Cornerstars), and posted publicly on our blog:
“We will not remove equity from our labeling or our efforts. Here at Cornerstone, we take an equity-first approach. We believe there is no inclusion without equity. To us, equity means that our workplace is measurably fair — a place where everyone can achieve their fullest potential. We can only approach this work with integrity when we’re truthful about what it takes to make progress.”
As a leading HR tech company, we have always embraced our role as innovators and influencers within our industry. Our purpose is to power the potential of people and organizations to thrive in a changing world. As pioneers in workforce agility, we know that an organization’s ability to reach its fullest potential is directly related to each individual within that organization achieving their potential.
We also know that lack of diversity within an organization is a symptom of inequitable process. In short, diversity within an organization is an outcome of equity. And diversity in itself isn’t the end game — it’s how we treat employees and ensure everyone has equitable access to opportunity within the organization. That is why we believe it is so important to take an equity-first approach to DEIB. And that’s why we’re taking a stance on it today.
We’ve adopted five principles that comprise our unique DEIB philosophy that explain why we do what we do. Our principles are:
1) DEIB is good for everyone.
The mindset required to lead in DEIB is the same mindset that helps us be better people, and a better business. We can only achieve our vision when all of us can maximize our potential.
2) When underrepresented Cornerstars are treated equitably, we all are.
We live in a world that is designed by and for those in privilege. At Cornerstone, privilege is the power to lift people up - It’s our responsibility to center underrepresented groups so they experience the same access to opportunity as everyone.
3) Transform both our mindset and our systems.
Changing a mindset without dismantling structural inequities in our systems does not change outcomes. Changing systems without changing mindset also does not change outcomes. We must transform both simultaneously to make real progress.
4) Use data to create equity.
We rigorously collect, protect, and analyze data to create and ensure equity across our employee lifecycle and talent ecosystem.
5) Hold ourselves accountable.
Active commitment to DEIB is a pre-requisite to join, lead, and advance at Cornerstone. We aspire to create and maintain equitable talent programs and processes, and expect Cornerstars to lead by example and speak up to address opportunities to do better. When we know better, we do better.
In this article series, I’ll unpack each of these principles, explain the theory behind it, and give examples of how we apply it at Cornerstone. By sharing our equity-first approach to DEIB, and the ‘why’ behind our approach, we hope to inspire a deeper dialogue about DEIB, and support our users and customers in their own DEIB journey. Equity is a foundational platform of our product – this isn’t something we just talk about. It’s something baked into the core of who we are and what we do.
Unlock deeper insights into diversity, equity, inclusion and belonging by diving into the award-winning series, A Seat at the Table.
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Blog Post
The Equity Advantage: Why equity matters
In my last article, I unpacked Cornerstone's first DEIB Principle: DEIB is good for everyone, highlighting the story of Ed Roberts, a pioneer for disability inclusion. His work resulted in onramps on public sidewalks at all intersections, enabling the inclusion of those with mobility challenges in public spaces. Just as these onramps created equity and inclusion for people with wheelchairs, organizations must ensure that their talent processes, and the decision-makers who run those processes, create 'onramps' for marginalized people whose talent, aspiration and opportunity are too often 'curbed' by the systemic barriers inherent in our society and organizations.
Article
The Equity Advantage: Why DEIB succeeds and fails
Have you ever heard the proverb “May you live in interesting times?” On its face, it reads as a blessing, but the irony is that living in interesting times can feel more like a burden. We certainly are living in interesting times – a time where the world order as we know it feels imperiled, the future of humanity is at risk due to climate change, fact and fiction are harder than ever to distinguish due to social media, polarization seems to force more and more of us into our own echo-chambers, and workforces and workplaces are changing rapidly due to AI, automation, and societal shifts.
