The role of a Diversity, Equity, and Inclusion (DEI) leader is crucial in creating and maintaining inclusive and equitable environments within organizations. In recent years, there has been an increased recognition of the importance of diversity, equity, and inclusion in various sectors, and as a result, the role of DEI experts has also evolved.

Meet Bria Villasante, a seasoned professional specializing in the development of Talent and Training Solutions with a strong focus on promoting Diversity, Equity, and Inclusion for clients at Insight Global. With a proven track record, she has successfully managed a program consisting of over 400 consultants, more than half of whom belonged to marginalized groups, with a particular emphasis on serving the bilingual community.

Bria has been instrumental in collaborating with clients to raise awareness about the importance of DE&I in the workplace. Her expertise has enabled her to provide effective solutions to clients who are dedicated to advancing in this domain. She firmly believes that diversity is a fundamental aspect of our shared human experience. She recognizes that our differences are what make us unique and by creating an inclusive work environment and fostering job opportunities that reflect this truth, organizations can achieve higher performance, success, and overall workplace happiness.

Journey to Advocacy and Empowerment in DEI

Bria’s journey into this career path unfolded naturally, driven by her inherent desire to use her voice for positive change and contribute to a cause she deeply believes in. She firmly believes that in a country like America, all individuals should have equal access to opportunities, especially in their careers. This passion was ignited early on in her professional life through a project she managed.

In that project, Bria took charge of a program consisting of 400 consultants. She personally interviewed and hired each of them, with a strong conviction that half of the program should comprise bilingual individuals proficient in Spanish to better serve the consumer base. Being Latina herself, Bria grew up speaking both Spanish and English in her household, particularly with her mother. This project provided her with an opportunity to give back to her own community and numerous others, highlighting the pressing need for deliberate efforts like this in every business and industry.

Working for the second-largest staffing firm in the nation, which supports over 90% of Fortune and FTSE 100 companies, Bria realized the potential to impact countless more lives by replicating the success of her previous project with the firm’s other clients. While actively managing her project, she also dedicated her free time to participating in protests and voicing her support for the Black Lives Matter movement in her local community following the tragic murder of George Floyd. Despite the challenges of that period, it led her to a valuable realization—she could combine her passion with her career and make significant contributions in a field that direly needs it.

For Bria, even if she can positively impact just one life, it is a meaningful victory.

Navigating the Dual Challenge

At Insight Global, Bria collaborates with clients in two crucial ways. Firstly, she assists them in sourcing and recruiting talent from diverse backgrounds, encompassing individuals from various walks of life. Secondly, she provides training programs to help clients establish an inclusive workforce where all employees feel a sense of belonging. To bring about lasting change within an organization, deliberate actions are required in both these areas. Achieving balance is essential, as focusing solely on hiring without considering retention may result in high turnover, rendering previous efforts futile. Similarly, prioritizing training alone without integrating inclusive practices into the hiring process would mean merely paying lip service without implementing substantial changes.

This dual challenge is a significant aspect of the process. It is vital to avoid solely concentrating on one aspect while neglecting the other. Creating diversity, equity, and inclusion in the workplace demands genuine dedication. It should not be reduced to a mere checkbox exercise but rather a consistent and ongoing effort involving the participation of every individual within the organization.

Driving Change from the Top

According to Bria, effective strategies and initiatives for promoting diversity, equity, and inclusion in the workplace begin with securing executive buy-in. As leaders, the decisions made by executives hold significant influence. When an organization’s executives demonstrate a genuine commitment to prioritizing DEI in the workplace, it naturally leads to broader company-wide support and engagement.

Additionally, Bria has observed that companies excelling in DEI implementation are those that invest in continuous learning, benchmark themselves against industry standards, and establish clear and communicated goals. It is crucial to articulate the “why” behind DEI initiatives and apply them consistently across all aspects of the business. This holistic approach drives meaningful change within the organization.

Fostering Accountability and Progress

When it comes to hiring practices, Bria emphasizes the importance of conducting a thorough assessment of the organization to identify areas in need of improvement. Based on this analysis, educated and attainable goals can be set. While some may hope for immediate transformation, Bria acknowledges that meaningful change takes time and cannot happen overnight. It requires patience and a realistic outlook.

Once the understanding of the timeline is established, Bria recommends setting tangible goals that will propel both the organization and its employees forward. As an example, at Insight Global, where women constitute nearly 70% of the company, the focus extends beyond representation. The aim is to ensure that these women do not face barriers to advancement within the company. Consequently, a company-wide goal is set to increase the number of women in senior leadership positions. Specific metrics are established to track progress, and this goal is communicated transparently throughout the organization. In fact, Insight Global publishes its ESG (Environmental, Social, and Governance) report, which includes information on their diversity, equity, and inclusion initiatives, providing visibility and accountability to the broader public.

By setting such goals and making them widely known, organizations can foster an environment of accountability and actively work towards achieving a more inclusive and equitable workplace.

Achieving Leadership Impact

Bria’s long-term career aspirations revolve around reaching the C-level within an organization, not solely for the sake of the title, but for the ability to make a significant impact. Holding a high-level position provides a broader view of the business and grants the power to drive meaningful change within the organization. Bria is driven by the desire to pursue her passion to the fullest extent possible.

She recognizes that occupying a leadership position inspires others, particularly individuals who share similar backgrounds or identities, to dream big and pursue ambitious goals in their own careers. Bria believes that seeing someone who resembles them in a top-level position can be a powerful source of inspiration. She aims to be in a position where she can uplift and support those around her, empowering them to find their rightful place within their careers and the organization.

Having experienced an incredible opportunity herself, Bria hopes to soon be in a position to provide similar opportunities to others. Her ultimate goal is to make a positive impact by helping others advance in their professional journeys and fostering an environment of growth and inclusion.

From Therapist to Transformation

Bria perceives her role in DEI as akin to that of a good therapist. If she performs her job effectively, there will come a point where her presence is no longer necessary in that capacity. Her ultimate vision is to witness DEI ingrained into every aspect of businesses within the next 5-10 years.

Bria draws a parallel to workplace safety, reflecting on a time during the industrial revolution when employees faced significant risks, often resulting in severe injuries or even loss of life due to the absence of proper safety protocols. Today, however, we have come to expect a safe work environment where we can perform our duties without harm. Bria envisions a similar trajectory for DEI, where it becomes so deeply embedded in organizational practices that it no longer needs to be explicitly labeled as “DEI.” Instead, it becomes a natural and inherent part of how businesses operate.

The goal is for DEI to become ingrained in the fabric of workplaces, permeating every level and aspect of the organization. It should become the norm, guiding decision-making processes, fostering inclusivity, and creating opportunities for all individuals, regardless of their backgrounds or identities. Bria’s aspiration is for DEI to become an organic and integral component of the business landscape, akin to workplace safety standards.

Vision for Leadership and Inclusivity

Bria deeply resonates with Carl Jung’s quote about connecting with others on a human level. She believes that despite work roles, we are all human beings with unique stories and experiences. Building meaningful connections and understanding among colleagues is essential. Bria values leaders who are vulnerable, authentic, and empathetic. She emphasizes that leadership should not be approached with a one-size-fits-all mindset, as diversity brings varied needs, styles, and goals. Recognizing and incorporating these differences is key to effective leadership. Bria sees leadership as a responsibility to support the personal, professional, and financial growth of team members, with DEI naturally playing a vital role. Prioritizing the well-being and development of individuals creates a supportive and inclusive environment where everyone can thrive.

Website: https://insightglobal.com/