I think Diversity and Inclusion have become top of mind for most employers across the country as well as St. Louis. With the changing demographic landscape globally it has become a business imperative and creates a competitive advantage for those that embrace it. The challenge has not been in getting companies to embrace it; the challenge has been in getting companies to commit to being actively engaged in ensuring success in its inclusion efforts.

There is a misperception by some that diversity can negatively impact some employee's opportunity and commitment to the company. Another perspective that has been discussed in a research report done by the University of Illinois in Chicago is that companies that value diversity welcome different perspectives which enhance innovation leading to more customers, more market share, more revenue, and more profitability. Ultimately, this leads to more opportunities for career advancement and leadership opportunities for everyone. This is the business case of Diversity.

Emily Pitts
Edward Jones

I agree with Emily that building greater inclusion and equity in the economic sector of our community is critical to our progress as a competitive region in the global marketplace of goods, services and ideas. One of the issues that St. Louis employers must address is the intense degree of segregation in our region and the impact of this segregation on all aspects of our lives. Disparities in health care, wealth-building, education, housing and other aspects of individual and community life are significant obstacles to achieving business diversity goals. These ongoing and "embedded" disparities in the community must be addressed if business institutions are to be successful in their internal diversity-building efforts.

The role of business leaders is integral to our community work toward ameliorating these disparities and will pay long-term dividends in the business sector. On the community front, efforts must include establishing stronger minority-owned businesses, insuring quality education for all, and addressing the "mismatch" between where jobs exist and where potential persons to fill such jobs live (transportation and housing issues). In short, business leaders must actively and creatively attack the issues that are caused by ongoing segregation in our region. On the internal front, efforts to strengthen leadership development and opportunity, to promote true and focused inclusion processes (i.e., recruitment, training, retention, etc.), and to strongly invest in inclusion are necessary.

There is a great deal of work to do, but our region has demonstrated, at least in our good intentions, that we are prepared to continue this journey toward a more inclusive and productive region for all. Now, comes the hard work and the focused energy and commitment that can make these good intentions a reality for the betterment of all.

Martin Rafanan, National Conference for Community and Justice of Metropolitan St. Louis (NCCJSTL)