If you were to look for DEI services on the tenadelhr.com site you wouldn’t find any. In fact, there’s only one mention of it on the site and that’s in my own background information. Most HR pros would be hard pressed to say they haven’t worked on DEI initiatives; just as they have necessarily worked on total compensation, retirement plans, sourcing and recruiting, etcetera, etcetera.
A well-run organization thrives on people’s different experiences and interests and talents – their diversity – because customers and markets are innately diverse. A well-run organization thrives when its people are treated in ways that are fair and equitable. Employees are great at changing jobs or employers when they sense inequities. We all are. A well-run organization thrives when people see opportunities to be included in all aspects of workplace life in which they are interested. If they are talented enough to have won their job, they are valuable enough to be included and too valuable to be excluded because someone decides they somehow don’t fit.
That’s much of the business case in a very small nutshell. Many of us would say there’s also a moral case. I’m not going to expound on that because first, we are all equipped to find our moral ground, although not equally equipped, and second, because there are lots of people whose expertise and trade it is to equip others on both moral and business cases.
That’s why you won’t find DEI services here. I can refer you to a variety of people I’ve worked with and respect to provide you with a wide range of DEI services and consulting. I would love to because, no matter which way the social and political winds blow, despite high-profile businesses hiding or eliminating the performative aspects of their once-touted initiatives, DEI means better business and just plain decent treatment of people.
