October is Global Diversity Awareness Month, an important moment for businesses to celebrate the people, cultures, backgrounds, customs, and experiences in the workplace. It’s also a chance to look inward at organizational Diversity, Equity, and Inclusion (DEI) efforts and issues.

TD SYNNEX VP of Diversity, Equity, and Inclusion Jackie Darling sat down for an insightful chat at our Inspire Conference in Greenville, SC. The discussion offers a roadmap for TD SYNNEX’s ongoing commitment to DEI and delivers key takeaways for all companies striving for inclusivity.

Why Global Diversity Awareness Month Matters

• It provides a framework for companies to discuss and act on DEI issues.
• It serves as a reminder of the ongoing importance of inclusion in the workplace.
• It underscores the need for conversations and action not just in October but throughout the year.

Where to Begin: Starting the DEI Conversation

For companies that are unsure about where to begin their DEI journey, Jackie offers a pragmatic approach. “Look at your company’s processes, your people practices and make them better, more equitable, more fair, more open.”

She puts her advice into what she calls the “three C’s”: Company, Culture, and Community.

1. The first “C” is Company processes. “Look at your company’s people practices,” Jackie advises, “and ask yourself whether they are fair, equitable and open.” This involves scrutinizing hiring practices, promotions, and growth and development opportunities to ensure they are accessible and fair to all. She stresses the importance of accountability, saying organizations should “really [be] holding those people who make decisions about people accountable.”
2. The second “C” focuses on Culture. Jackie emphasizes the need to “take a look at your cultural value statements. Think about what you do and how you communicate and how your co-workers engage and interact. Essentially, it’s about establishing a company culture that promotes inclusion, celebrates diversity, and creates an environment where employees feel empowered to speak and act.”
3. The third and final “C” concerns Community. She points out the importance of being “thoughtful about the communities you do business in.” According to Jackie, a company’s DEI efforts shouldn’t stop at the office door but should extend to the communities where employees live and work.

By starting with these three foundational elements — Company, Culture, and Community — Jackie believes any organization can begin to engage in meaningful conversations around DEI. These dialogues, she says, “are the first steps toward developing tangible initiatives that create an inclusive and equitable work environment. It’s a simple yet profound blueprint that any organization can implement as a starting point for their DEI journey.”

Redefining DEI Success: Beyond Numbers and Demographics

Jackie challenges the conventional wisdom that DEI success is purely about demographics. “Success for me is regardless of who you are when you walk through the door or the virtual office meeting, that you feel like your voice can be heard. You feel it’s a safe environment. You can challenge, you can promote, you can support. You feel empowered and encouraged,” she says. For her, an organization’s DEI success hinges on creating a truly inclusive culture where everyone feels they belong.

Jackie makes it clear that true DEI success should be measured in terms of inclusivity, empowerment, and the sense of belonging employees feel. It’s not just about ticking boxes; “it’s about creating an environment where people not only want to stay but are also motivated to contribute more, ultimately benefiting the business as well.”

She advocates for an expanded definition of success that incorporates emotional and psychological safety, not just diversity in representation.

Metrics and Accountability

Jackie is firm on the idea that success in DEI is not just about intent but also about metrics. She notes that metrics give the company the tools to identify areas that require more focused efforts and to track progress over time. “These KPIs could range from employee engagement surveys to diversity ratios within teams, all aimed at ensuring that DEI isn’t just a slogan but an actionable commitment.” With those internal metrics, “we’re able to create more of an accountability with defining goals by region and having diversity councils in place to really help accelerate our efforts.”

She mentioned how TD SYNNEX is committed to fostering a diverse, equitable, and inclusive environment for all. A key focus is the empowerment and representation of women in our workforce.

• Global Female Demographics: “Our goal is that by the year 2030, 50% of our workforce and 40% of our people leaders will be those who identify as women.”
• Current Status: As of now, female representation stands at 43% across our organization, with 28% holding leadership roles.

Industry Trends: The Shift Towards Corporate Citizenship

The industry landscape is rapidly shifting to prioritize DEI. This is indicated in our latest Direction of Technology Ecosystem Report. Last year, only 12% of respondents considered corporate citizenship a priority. This year, that figure has more than doubled to 27%. Jackie adds, “This tells us that the technology ecosystem is waking up to the importance of social responsibility, not just as a badge but as a core business function.”

She also observes that the current societal shift toward corporate responsibility is affecting how companies approach DEI. “So, we’ve got higher expectations that they’re ethical and fair, and that they really do seek to include all and create a sense of belonging in their organizations,” she notes.

According to Jackie, new employees entering the workforce has different expectations of their employers. These expectations aren’t just about output and productivity but are also focused on “culture and community and caring for each other.”

Jackie believes organizations need to evolve beyond merely being ‘good corporate citizens’ to becoming organizations that fully integrate DEI into their core business strategies. “DEI is not merely a societal or ethical obligation; it has a direct, measurable impact on business outcomes.”

TD SYNNEX is pushing the envelope in Diversity, Equity, and Inclusion, transforming it from a buzzword into an actionable roadmap for organizational success. The “three C’s” — Company, Culture, and Community — serve as the pillars of our DEI strategy. These are backed by accountable metrics and evolving industry trends.

As we observe Global Diversity Awareness Month, DEI is not just an October initiative but a year-round commitment for us, underscoring its measurable impact on business outcomes. To learn more on how TD SYNNEX is committed to being a good corporate citizen, visit our website.