As mentioned in our previous post, we recently heard loud and clear from Chamber members that diversity, equity and inclusion (DE&I) are imperatives for Rhode Island businesses. More than anything, they need help turning their commitments into real results. There’s a need for best-practice sharing, for guidance and for mutual support as we work to build more inclusive workplaces, to upskill and reskill all Rhode Islanders so they’re employable over the long-term, and to reach a more diverse talent pool. 

Throughout our conversations, we found the Chamber was challenged to answer three questions in particular: 

1)  How can we make our workplaces more inclusive through best practice sharing and training? 

While some of our Chamber members do have DE&I programs in place, many noted they would like to identify national best practices to help them strengthen their results. Many would also like the opportunity to learn from the DE&I successes of other Rhode Island companies. Some companies requested help accessing a more culturally diverse pipeline, while others said they need gender parity best practices or training on unconscious bias at work or similar topics.

As such, we’re looking at compiling a library of DE&I policy, talent acquisition and/or employee training resources that members can access for free or at a fee to assist them with their DE&I efforts. Chamber members also suggested hosting a DE&I leadership forum that would look at best practices for executing a DE&I policy internally as well as for reaching a more diverse candidate pool in job searches at all levels.  

2)  How can we work more effectively with community leaders to connect historically underserved communities with the job opportunities we have?  

We can all agree that we want as many Rhode Islanders as possible to participate in our workforce. We want our natives and graduates to choose to stay in state, because here is where they will find plentiful opportunities to build sustainable careers and long-term employability. This will require us to focus primarily on mentoring, upskilling and reskilling programs for Rhode Islanders, in particular for diverse talent, so that they can take advantage of the opportunities here.  

3)  How can we work collectively with Chamber stakeholders to create a strong and more diverse talent pool? 

To create a pipeline of diverse leaders in 2022 and beyond, the Chamber needs to act together as a conduit of connection and opportunity. Together, we will be far more successful at establishing workforce development programs that advance diversity, equity and inclusion than we ever could be individually. By establishing a regular cadence of engagement with our community stakeholders and member companies, we’ll collectively connect under-represented talent with both upskilling and reskilling programs and open job opportunities. 
 
To that end, let us know which of these suggestions and/or needs resonates most with you and your organization. And if you have additional ideas, thoughts or needs related to DE&I support, please don’t hesitate to reach out to us.

Dr. Meghan Hughes is chair of the Board of the Greater Providence Chamber of Commerce and president of the Community College of Rhode Island.
 
Laurie White is president of the Greater Providence Chamber of Commerce.