“ If you only focus on hiring for diversity , but you do not have a culture that is inclusive and embraces diversity , those employees will leave .”
— Vanice Hayes , chief diversity officer , Dell Technologies
The survey is a great vehicle for all team members to express their voices , not just to their direct leader , but all the way up to myself and the executive leadership team . It ’ s how we know if we ’ re doing well and where we can do better . We ask a lot of questions : “ Are we creating the environment where you can be your authentic self , be your best and do your best work ?” “ Is this an inclusive environment ?” And then we give our leaders that information so they can continue to
create the best environment for their teams .
VH : Remember , if your team members don ’ t feel like they ’ re part of something , then they ’ re going to leave . I think a lot of companies decide to be diverse and start by poaching underrepresented talent and offering them huge salaries — but once that new talent is incorporated into the company , what if the culture piece is missing ? If you only focus on hiring for diversity , but you do not have a culture that is inclusive and embraces diversity , those employees will leave .
Digging deeper on that , how do diversity and inclusion inform Dell ’ s culture ? VH : We want the most innovative team and culture , bringing forward different perspectives and ensuring a culture where everyone can do their best work , all while preparing the next generation with the skills for a digital future . We want to embed inclusion in everything that we do . It shouldn ’ t be a check-the-box activity .
At Dell , we want enthusiastic people on our team , no matter who you are , what you look like , what your background is . We want to hear from you . We want you to bring your voice , your strengths . We always ask people to speak up and contribute . That ’ s just how we operate and how we work . We ’ re also trying to drive education and awareness on all things related to inclusion — not just bias — but also understanding the things that make us different are what make us wonderful as a company .
JS : Living by our Culture Code is how we inspire our people and culture , and it also means making the tough calls . If there are people not representing our culture , not treating people with respect or embracing our shared values , then we coach and support them to help them understand why our culture matters to how we work and lead . People are watching to see if we mean what we say , and I ’ m proud of us as a company . We walk our
21