5 Things / No Matter Why
If you’re a long-time reader of 5 Things, you may have noticed that it doesn’t matter to me why an organization decides to “do the right thing” – to embed equity and inclusion into its systems as a way to accelerate the promises of diversity.
I don’t care whether an organization is working on DEI initiatives because everyone else is or because they see the promises of higher revenue because they want to reduce turnover, because they don’t want to be left in the dust, or because it’s just the right thing to do. I don’t care why Hard Rock is paying $100 million in wage hikes (as you’ll read below). I care about the long-term benefits.
Don’t get me wrong: having an inspirational and aligned purpose will only help organizations get there faster (if they effectively rally employees around that purpose) – but if it’s just about making more money, that’s fine, too. Real change, the systems and policy change that I write about every week here, that I wrote about in my awesome book Inclusive 360, is replicable, scalable, and sustainable.
In my conversations with clients, I will keep making the business case because – whatever works.
Here are the good vibes I found this week:
Patagonia’s Founder Transfers Ownership Into Two Entities to Help Fight the Climate Crisis
Yvon Chouinard, the founder of Patagonia, is transferring full ownership of the company to two entities which will ensure Patagonia’s profits are directed to fight the global climate crisis. 98% of ownership is now in the hands of a nonprofit organization that will use the estimated $100 million per year in profits to “protect nature and biodiversity, support thriving communities and fight the environmental crisis.” This matters because it’s in full alignment with Patagonia’s values, and sets a precedent for future ways for the 1% to commit their current and future wealth.
Runners for the First Time Had the Option to Select Nonbinary, Male, or Female in Response to the Gender Question for their Boston Marathon Registration
The Boston Marathon has added an option for non-binary runners. I’ve recently written quite a bit about trans and non-binary inclusion in endurance races, but this win is particularly notable because of the downstream effect. There are hundreds of races that will potentially now offer non-binary registration and timing categories in order to conform with Boston, a race that requires anyone racing to post a qualifying time. This matters because more people can now participate authentically.
Doordash Invests in Employee Resource Groups by Compensating Leaders
DoorDash is now paying its Employee Resource Group (ERG) leaders. DoorDash has eight ERGs: Women, Pride, Parents, AAPI, Black, Unidos, Indigenous, and Veterans. Only about 6% of U.S. companies pay ERG leaders, yet this leadership is sometimes seen as a form of unpaid labor. This matters because ERGs, just by their design, have been created for historically underrepresented people, who are typically the same people affected by gender, race, and/or other pay gaps.
Casino Company Hard Rock to Spend $100 Million to Raise Employees’ Wages
Hard Rock is investing $100 million through wage hikes that will benefit 10,000+ employees. Some employees will make 60% more. The company is hoping the hikes will improve employee retention and inspire a better guest experience. The pay increases affect 95 jobs including cooks, housekeepers, security public space, call center, and front desk attendants – and this matters because those jobs are disproportionately held by BIPOC folks who experience the racial wealth gap.
This Year Marks the First Ever South Asian New York Fashion Week (SANYFW)
For the first time ever, there was a South Asian New York Fashion Week (SANYFW). The week was created to uplift South Asian fashion and “reclaim the narrative” since many South Asian styles have inspired some of the biggest global fashion trends. This matters because of cultural appropriation.
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