AMELIA ISLAND, FL — Diversity, Equity and Inclusion (DEI) is on the radar of most baking companies. In fact, according to updated research from ndp analytics commissioned by the American Bakers Association (ABA), nearly three-quarters of companies surveyed said they have at least one DEI strategy or initiative in place.
During ABA’s 2023 annual convention, the association discussed its annual DEI study “Diversity, Equity, and Inclusion in the Commercial Baking Industry,” as part of a panel discussion with industry leaders moderated by Katie Juhl, director of marketing and communications, for ABA.
Panelists included Mary Donovan, principal and senior economist for ndp analytics, who executed the survey and analysis; Nathan Norris, director of DEI for Highland Baking Co. and co-chair of ABA’s DEI working group; and Lauren Genovese, global manager of DEI for Rich Products Corp.
Most general research will indicate that the top reason manufacturing companies want to focus on DEI initiatives is to be an employer of choice. That was certainly the case, Donovan noted, from a 2021 study by the Manufacturing Institute, and an underlying theme throughout her analysis of the ABA research.
To that end, many companies are looking at strategies that will engage employees and give them a sense of ownership in the initiatives in place at the executive level.
“We first have to ask about the ‘why,’” Donovan said. “Why are we talking about DEI?”
According to the study, 50% of companies said their DEI goals related to recruiting and retaining a diverse workforce.
While recruitment can seem pretty straightforward, retention requires much more strategic thinking. Some tools that baking companies are using include training and mentorship.
In the study, 88% of respondents identified professional development and training as a key tool for their DEI initiatives. Similarly, ndp surveyed the general population on the same list of initiatives, and those respondents also identified professional development and training as a high priority in what they look for in a potential employer.
"It’s not surprising that when we look at initiatives relating to DEI that are offered by companies, training is number one.” — Mary Donovan | principal and senior economist | ndp analytics
“It’s not surprising that when we look at initiatives relating to DEI that are offered by companies, training is number one,” Donovan said.
The study also revealed that more than half (56%) of the companies said they offer some type of DEI training for their employees.
Meanwhile, although mentorship was not one of the highest-rated initiatives in the study, it was the one showing potential for the most growth. More than a third (37%) of companies have mentorship programs established, and 21% said they plan to in the future.
At Rich Products, the company has implemented a variety of resources to support associate understanding of DEI.
“We’re laser focused on bringing our associates on a journey from awareness to action to impact,” Genovese said.
As an example, Rich’s associates are invited to participate in the company’s DEI Learning Journey. It’s a series of learning modules that starts with associates aligning on foundational DEI concepts, then teaches them how to implement those in practice and how to make a real impact as an associate or leader. The modules are supplemented with voluntary Learning Circles.
“These give associates the opportunity to meet in small group settings, reflect on key learnings and share insights through meaningful peer-to-peer connection and discussion,” Genovese said.
Highland Baking uses a learning management system called Alchemy for its in-person training initiatives and brings in guest speakers for outside perspectives. Teams also establish monthly DEI meetings that are organized by team leaders.
However, Highland’s leaders aren’t left to their own devices; they get training as well.
“We’ve started a leadership development program for our frontline supervisors and managers,” Norris said. “It gives them more tools in their toolbox to manage teams more effectively and keep the DEI moving forward.”
Rich Products also has 13 associate-led Associate Resource Groups (ARGs), which are communities of employees with shared identities and interests. They are supportive spaces for associates to celebrate and unite around causes that matter to them.
A place to listen and learn from their colleagues, Rich’s ARGs empower associates to share their voice, drive the business and shape Rich’s DEI work. Each ARG is aligned with an executive sponsor who coaches, removes roadblocks, advocates for their work and champions DEI across the organization.
“They amplify the voices of our associates,” Lauren said. “It’s a way for us to align what associates want with our business priorities.”
Similarly, at Highland Baking’s Spartan, SC facility, an employee resource group started organically by a group of volunteers.
“You always have advocates who are all about diversity, equity and inclusion,” Norris said. “We were lucky enough to get volunteers from every shift, in every department, both employees and management.”
With representation from every department and every shift, employees feel supported at any time, and if they need help regarding DEI, they have someone they can quickly turn to without feeling pressure to go immediately to a supervisor, which can often be intimidating.
“Every company has employees who are passionate about DEI and want to learn, help or be involved,” Norris said. “Those are your biggest advocates to start your employee resource groups from and get other employees interested. And the next thing you know, you’ll have it throughout your facilities.”
To learn more about ABA’s DEI research, visit www.americanbakers.org, where updates will be posted in the coming weeks.
