WASHINGTON DC — In the ever-changing culture of the commercial baking industry, diversity, equity and inclusion (DEI) is also constantly evolving, perhaps more quickly than some companies can fully grasp the overarching issue.
In an effort to keep its membership educated and engaged, the American Bakers Association (ABA)’s DEI Working Group hosted a DEI conference in conjunction with the Bakers Fly-In and Policy Summit, held Nov. 13-15 in Washington DC.
The conference covered topics including employee resource groups (ERGs) and the sustainability of DEI. The group also heard from Chris Moreland, CEO of Moreland Accord, who spoke about the “blind attraction to certainty” and the importance of recognizing mindset in leadership, especially around DEI initiatives.
“Chris made a great point that 95 percent of DEI is hidden below the surface,” said Felisa Stockwell, VP of global people and culture for Dawn Foods and co-chair of ABA’s DEI Working Group. “It’s the stuff we don’t normally see or know about someone. When we take the time to really get to know people — understand their views, ideas, dreams and needs — we’re setting the stage for environments where our teams and our business can truly thrive.”
Many companies are adding the concept of belonging to their DEI initiatives — often changing the label to DEIB — and ERGs are emerging as a tangible tool for companies to foster belonging in corporate and manufacturing environments.
“A lot of companies are forming ERGs, allowing employees to get more involved,” said Nathan Norris, director of DEI for Highland Baking Co., and co-chair of the Working Group. “These are safe places where workers can share a common identity, and they’re increasing employee engagement.”
Foundationally, ERGs are employee-led and can be formed around any number of commonalities. A benefit to this type of initiative is that it’s driven by the workers, who identify what’s important to them.
“These networks play a crucial role in a fully integrated DEI strategy,” Stockwell said. “While DEI efforts often adopt a top-down approach initiated by leadership, it’s equally important to create space for an all-around approach where employees take the lead. They help create internal communities for team members and serve as a valuable source of feedback for leadership.”
“We need to create an environment of including and belonging, where our people want to stay with us.” — Nathan Norris | director of DEI | Highland Baking Co.
Perhaps one of the most critical aspects of DEI initiatives is their sustainability. Creating lasting change — one that’s not temporary or trend-driven — requires a long-term commitment.
“DEI is not meant to be merely another program,” Stockwell said. “It requires deeper integration into the very fabric of organizations, becoming an integral part of the everyday workday. It must go beyond training sessions and acknowledging culturally significant days or months; it’s about fostering a culture of belonging.”
Having a sustainable culture of belonging can ultimately lead to workforce longevity — another critical issue for the baking industry.
“We need to create an environment of including and belonging, where our people want to stay with us,” Norris said. “As DEI leaders, we need to continue sending that message that it takes everybody. We all have a part in building this culture of belonging. When you talk about DEI, you’re really talking about changing culture, the way we behave and what we show people when they come into our company. And sustainability refers to our ability to maintain that over a long period of time. If we can maintain this with our leaders, we can build that strong foundation needed to sustain belonging in our facilities and throughout the industry.”
The role of a DEI professional in the baking industry is not an easy one. Change is challenging, especially in a mature environment. But the good news is that meaningful change is supposed to be hard. As long as leaders like Norris and Stockwell — and all who participate in these types of working groups — remain committed, that meaningful change will happen.
“Like Chris Moreland explained to the group, growth comes out of stress, not comfort,” Norris said. “If we don’t have challenges, we won’t have changes.”
For more information on participating in ABA’s DEI Working Group, visit the association’s website.
