Recapping 2024 DEIB Summit

As a Great Place to Work for All, we strive to create a collaborative, equitable and inclusive environment where employees can share their diverse thoughts and experiences. This message was reinforced in its importance by both David Steward, WWT Founder and Chairman, and Jim Kavanaugh, WWT Co-Founder and CEO, during the opening and closing remarks they made at the Summit.

If you were unable to attend the 2024 DEIB Summit - Beyond Diversity: Achieving Equity, Inclusion and Belonging in Business, we invite you to watch the recording to learn how DEIB can make a difference in our everyday lives and the role you can play in creating a culture that fosters a shared sense of belonging at your organization.  

Here are our key takeaways from each presentation.
 

Belonging Panel with DHL, GPTW, UKG and WWT 

Brian Reaves, EVP and Chief Belonging, Equity and Impact Officer at UKG, hosted the panel of incredible DEIB leaders — Jenn Hoffman, Senior Director of Strategic Resourcing and Head of LEAD employee resource group (ERG) at WWT; Mishel Horta, Head of Diversity, Equity, Inclusion & Belonging at Americas Region at DHL Express; Julian Lute, Senior Manager and Strategic Advisor of Global Strategic Accounts & Innovation at Great Place to Work — to discuss the importance of fostering a strong sense of belonging for all employees and the strategic value of effectively managing ERGs to drive business impact at companies.  

When viewed as more than just ancillary groups, ERGs can be valuable assets when aligned with business priorities, as they represent diverse employee perspectives and act as talent pipelines. But to create a culture of belonging where people feel they can bring their authentic selves to work and contribute meaningfully to the business, DEIB efforts must go beyond representation.  

To advance DEIB initiatives, strategies for building inclusive cultures that drive a sense of belonging need to ensure ERGs are integrated across the entire organization rather than operating in silos. Business leaders can help further these efforts by modeling and promoting inclusive behaviors and decision-making. For example, top-performing organizations provide support and accountability to ensure ERGs are effectively contributing to business priorities like talent acquisition, internal communications and product development. This optimized approach maximizes return on investment in ERGs for the benefit of both employees and business goals.  

When DEIBB efforts are integrated correctly, companies are better positioned to drive innovation, productivity and growth. 

Mainstage Belonging Session with Dr. Sesha Joi Moon 

Dr. Sesha Moon, a global thought leader in DEIB with 20 years of experience, shared her personal and professional journey with us. She revealed how her complex history, mentors and experiences shaped who she is, and how she landed in her role to lead DEIB efforts for Congress. Throughout her presentation, she reminded us of the power of storytelling and to see the full identities of people as she shared photos of her ancestors. 

Dr. Moon encouraged us to bring our authentic selves to the workplace and to create a culture of belonging where everyone can thrive and contribute. She taught us to be patient and compassionate with ourselves as we grow and learn, reminding us that the path is not always linear. She inspired us to embrace our diversity and to celebrate our stories. Ultimately, the foundation of DEIB begins with introspection and embracing our authentic selves. 

Business Impact Panel with Centene, Google and WWT 

Nicole Tate, Senior Vice President of GES Business Development and Client Enablement at WWT, moderated the Business Impact Panel, speaking with DEIB advocates from top-performing companies: Adewale (Walé) Soluade, Head of DEIB Integration at Centene Corporation; James Heighington, Chief of Staff to Google's Chief Diversity Officer; and Brian Sharpless, Director of Diversity Business Development at WWT.  

The panelists shared how they strategically integrate DEIB into the core of their businesses, rather than treating them as separate or marginal issues or as a means of "checking a box." Each took the time to explain how this approach enables them to achieve tangible business results and create more equitable and inclusive cultures. 

The speakers also emphasized the critical role of inclusive leadership in driving this integration across the organization. Inclusive leadership means modeling inclusive behaviors, prioritizing DEIB and fostering a sense of belonging among employees. It also means enabling high-quality decision-making that reflects diverse perspectives and needs.  

By embedding DEIB into the decision-making processes and leadership development of the organization, companies can ensure these priorities are reflected in everything from product design to customer engagement to talent management. This holistic, strategic approach allows DEIB to have a measurable impact on business outcomes, rather than existing in a silo, and build truly equitable and high-performing cultures.  

Mainstage Business Session with Gloria Goins 

In her presentation, Gloria Goins, Chief Diversity, Equity and Inclusion Officer at Cisco, showed how DEIB work can enhance business impact and strategy. However, to see value in those DEIB efforts, organizations must align DEIB with their mission and goals and integrate those principles into every aspect of an organization. This can drive growth, innovation and competitive advantage.  

She also emphasized the role of inclusive leadership in creating a sense of belonging among employees. This is especially important to Gen Z and other younger generations, who prioritize working for companies that respect their identity and values and would rather quit than work at a company where they can't be themselves.  

Gloria encouraged attendees to see DEIB not as a compliance or HR issue but as a vital business opportunity that benefits all stakeholders — employees, customers, partners and the community. She explained that when DEIB is strategically embedded, it helps companies serve diverse markets, attract and retain talent, and foster a culture of belonging that sparks innovation and performance. 

At the conclusion of her session, we were challenged to reflect on what we learned from the day and to take action to advance DEIB in our own organizations.

Final thoughts

"WWT is well positioned to continue providing thought-leadership around DEIB to our partners, customers and our communities. We maintain the priority to foster a diverse, inclusive workforce and culture that helps make WWT a great place to work for ALL.

Thank you to our keynote and panel speakers, who shared their invaluable insights on fostering belonging and how DEIB achieves positive business outcomes. We are extremely grateful for their time and talent in sharing the strategic priority of DEIB to our employees and extended business community." 

– Bob Ferrell, EVP Global HR and DEI, WWT