Inclusivity & Equity

Supplier diversity promotes inclusivity and equity by providing opportunities for business owners who have been shown to have economic disparities, including minorities such as individuals with disabilities, women, veterans, LGBTQ, and other underrepresented groups. Reflecting a commitment to diversity and social responsibility.

Economic Impact

Supporting diverse-owned businesses stimulates economic growth within local communities. A business’s purchasing power helps create jobs, foster entrepreneurship, and contribute to the overall economic well-being of a specified region and beyond.

Community Engagement

Engaging with diverse-owned businesses strengthens a business’s ties to its surrounding communities. Commitment to social responsibility and community development fosters positive relationships with local businesses. In addition, engaging with diverse-owned businesses helps to cultivate stronger, trusting relationships which could lead to partnerships, collaborations, and a more robust network of resources.

Innovation & Creativity

Diverse-owned businesses often bring innovative and creative solutions to the table. The unique perspectives and approaches can enhance the quality of services and products. Frequently fostering a culture of continuous improvement.

Global Competitiveness

By increasing opportunities for diverse-owned suppliers, a business can position itself as a higher education leader in embracing diversity and inclusion within the supply chain. This can enhance competitiveness on a global scale and help attract students, faculty, and staff who value diversity.

Supplier diversity matters because inclusivity is about fairness, but it’s also about the bottom line. A more diverse supply chain is more resilient, agile, responsive, and innovative. Businesses are increasingly implementing supplier diversity programs. 

DOBE Certification:

A disability-owned business enterprise or DOBE for short is a for-profit business that is at least 51% owned, managed, and controlled by a person with a disability. 

Disability: IN is the leading nonprofit resource for business disability inclusion worldwide. Boasting a network of over 500 corporations expands opportunities for people with disabilities across enterprises. Its central office and 18 Affiliates serve as the collective voice to effect change for people with disabilities in business. The organization’s vision is for an inclusive global economy where people with disabilities participate fully and meaningfully. A future outcome bolstered by its shared commitments to collaborating with the purpose of promoting the full inclusion of people with disabilities, inspiring accessible innovation for all, and fostering cultures of inclusion.

Disability: In’s Supplier Diversity program certifies disability-owned business enterprises, including service-disabled and veteran disability-owned businesses, and links them to organizations seeking to diversify their supply chains. The leading third-party certifier of disability-owned business enterprises (DOBE®s), including Veteran Disability-Owned Business Enterprises (V-DOBE®s) and Service-Disabled Veteran Disability-Owned Business Enterprises (SDV-DOBE®s).

The DOBE certification program is not one that many disability-status business owners will have heard of. Many may not self-identify as disabled, while others may incorrectly assume disability-owned designation only applies to more extreme cases of disability. Concerns over certification stem from the opinions that businesses can become stigmatized and put off less enlightened customers. The reality is that DOBEs can be as discrete as they see fit to promote their accredited status. Some may display their accreditation badge on their website, meanwhile others may simply use their status for networking and leveraging contracts.

DOBE Certification Process

The DOBE application process can be undertaken online. Applicants must submit documented evidence of their majority stake in the company. Relevant documentation may include things like tax returns, articles of incorporation, and corporate meeting minutes.

Throughout a 90-day period, a Disability: IN sub-committee of around seven members out of its 70 corporate members, reviews and approves applications. Suppose a business was previously designated as minority-owned by related operators such as the Women’s Business Enterprise National Council or the National LGBT Chamber of Commerce. In that case, the approval process can be fast-tracked to 30 days. After being approved, accreditation needs to be renewed every three years (costing $300). Businesses must be notified if there is a change in the ownership structure of the organization.

Disability: IN Supplier Certification checklist: https://disabilityin.org/resource/supplier-certification-checklist/

Certification Benefits

• Nationally Recognized Certification including by The Billion Dollar Roundtable
• Exclusive information and resources
• Networking & business matchmaking opportunities
• Policy Advocacy
• Access to private-sector corporations
• Preferential supply chain access through public and private sector clients with supply chain diversity commitments
• Education, training, and networking opportunities that are exclusively available to certified DOBEs
• Network of 500+ certified Disability Owned Business Enterprises (DOBEs) 

Challenges of In-Person Work for People with Disabilities: 

• Commuting
• Inaccessible office buildings
• Inflexible schedules

Benefits of Remote/Hybrid Working

• At the start of 2020, the jobless rate for persons with disabilities was around 12 percent. This number was cut nearly in half to almost 6 percent in November 2022, representing the lowest unemployment rate for people with disabilities since the figure was initially captured in 2008.
• The year 2022 saw the greatest increase in employees with disabilities specifically in remote positions, suggesting that remote work environments could lead to opportunities for people with disabilities across fields.
• People who may struggle to adapt to traditional working environments, even ones with the reasonable accommodations guaranteed by the ADA and international disability laws, often find it easier to work from a home space where they have greater control over their environment.

Analysis of Remote Work Impact on Supplier Diversity Initiatives SDO Programs and Engagement Survey Responses:

How has remote work affected your work-life balance, especially concerning your responsibilities within supplier diversity initiatives?   

In-Person Preference: One respondent emphasized the importance of in-person work and events for a better understanding of supplier diversity goals, indicating that remote work has not drastically changed their work-life balance.

Improved Balance: Other respondents noted significant improvements, citing reduced fatigue and increased time for work and personal life. For instance, one stated that their balance improved by 100%, and another highlighted the absence of a commute providing more time for supplier diversity tasks.

“Remote Work has not drastically changed my work-life balance, concerning my responsibilities within the supplier diversity initiatives I do believe that in person work & events are very beneficial and crucial to a better understanding of what we are trying to accomplish.” 

“Everything I do is enhanced because I have so much more time and am not nearly as tired from trying to get to work.” 

How do you stay engaged with your team and diverse suppliers while working remotely?

Daily Meetings: Frequent meetings, outreach emails, and the use of Microsoft Teams were commonly mentioned as effective methods for staying engaged.

Comfort with Video Meetings: Some respondents expressed a preference for video meetings, finding them an effective way to maintain engagement and communication with teams and suppliers.   

“I stay engaged with my team and suppliers by having almost daily or daily meetings as well as outreach emails and Microsoft teams is very helpful to set up meetings.” 

What additional resources or support do you feel would improve your remote working experience?   

The organization’s information site called, The Hub allows access to centralized resources. Highlighted as a necessary support to improve the remote working experience, allowing employees to answer questions more effectively.

“Having access to the Hub as well as other materials so I could answer questions that I get asked.” 

Are there specific programs or initiatives that have helped you grow in your role while working remotely?

Personal Initiative: One respondent mentioned that their personal effort to engage more with people has facilitated their growth in the role.

Extra Time: Another respondent valued the extra time provided by remote work, which significantly enhanced their role without specific programs or initiatives.   

“My initiative to talk to more people and speak more has helped me grow into my role while working remotely.” 

How has remote work impacted your ability to communicate and collaborate with diverse suppliers and colleagues?   

Positive Aspects: Increased availability and the ability to schedule meetings more efficiently due to the lack of commuting were noted as benefits.

Negative Aspects: Some respondents felt that remote work limited the level of communication and team collaboration compared to in-person interactions.

“It has impacted my ability to communicate and collaborate in positive and negative ways, the negatives being that remote work is not the same level of communication as in person as well as not being able to work as a team as effectively in my opinion. The positives are the ability to schedule and have more availability due to the fact you are not commuting to and from a workplace.” 

“Because of the option to have video meeting I can communicate more clearly, and I find myself doing it more often with diverse suppliers and colleagues. The lack of fatigue caused from commuting allows me to think and process information so much better.” 

“Remote work has made it more difficult to collaborate on a daily basis.” 

What tools or practices have you found most effective in maintaining strong communication and collaboration?   

The Microsoft Teams tool was frequently mentioned as the most effective for maintaining communication and collaboration.

Video Calls and Scheduled Meetings: Regularly scheduled meetings and video calls were also cited as important practices.

“I have found Microsoft Teams the most effective tool at maintaining strong communication as well as collaboration.” 

In your experience, has remote work enhanced or hindered inclusivity within your team and supplier diversity efforts?   

Many respondents felt that remote work has enhanced inclusivity by making communication more accessible and frequent.

Standard Practice: The normalization of video calls has made it easier to connect with colleagues and suppliers.

“I would say it has enhanced and hindered inclusivity within our team because we do not always have the opportunity to collaborate in person due to different reasons. It has enhanced inclusivity as well because without remote work I believe that we would not be able to work as effectively as we are now.” 

“Definitely enhanced, in this remote environment I find people are open to video meetings. It has become standard practice to just call someone when you have a question. Before the remote environment you would need to physically leave your desk and track that person down or call their phone and most likely leave a message.” 

What measures could be taken to ensure a more inclusive remote working environment for diverse employees and suppliers?   

Clear Communication: Creating clear channels of communication and completing the Hub were suggested measures to ensure inclusivity.

Individual Interviews: Conducting individual interviews with diverse employees and suppliers to understand their needs was also recommended.

Minimal Office Time: Keeping mandatory office time to a minimum was suggested to maintain inclusivity.

“Measures taken to create clear communication and the Hub which will be finished soon should make working remote more inclusive.” 

“Interviewing diverse employees and suppliers individually to learn their needs.” 

“Continue to keep required time in the office to a bare minimum.” 

How has your perception of remote work changed since you began working remotely?   

• “It has changed to see both sides of work, in person as well as online, I believe that online work is more convenient.” 
• “I wasn’t sure when remote work started but now I am convinced this is the best work scenario.” 
• “Cutting out a commute creates much more productivity and a remote environment allows me to focus much more on my work (I have been diagnosed with ADHD and find office settings/cubicles to be very distracting and hindering to my productivity.” 

Do you believe remote work will continue to benefit supplier diversity in the long term? Why or why not?   

Evolving Views:

Respondents’ perceptions of remote work have become more positive, recognizing its convenience and productivity benefits.

Focus on Supplier Diversity: Reduced commute times and the ability to focus without office distractions have been particularly beneficial for those with conditions like ADHD.

Long-Term Benefits:

Hybrid Work Model: Many respondents believe that a hybrid model combining remote and in-person work will continue to benefit supplier diversity by allowing broader outreach and efficient collaboration.

Enhanced Productivity: The consensus is that a rested and happier workforce will be more productive and effective in promoting supplier diversity.

“I believe remote work will benefit supplier diversity in the long run as long as we still do in person work. I think this way because there is more opportunities online to speak to a wider audience. In person work gives us the ability to collaborate with our teams as well as business’ better.” 

“Remote work benefits everything in my opinion. Whether it is 100% remote or hybrid. Anytime you have a happier and more rested workforce whatever their focus is which in this case, it is supplier diversity will benefit. I think the key word is rested. A fresh mind and body will always out produce a tired and exhausted one.” 

“Absolutely! For me it cuts out 4 hours of daily commute time. Also, I am much more productive at home because of little or no distractions.” 

“YES – allows more focus and time for Supplier Diversity Initiatives.” 

Conclusion

The survey responses indicate that remote work has generally had a positive impact on work-life balance, team engagement, and inclusivity within supplier diversity initiatives. While some challenges remain, particularly regarding in-person collaboration, the benefits of reduced commuting and enhanced communication tools like Microsoft Teams are significant. Moving forward, a hybrid work model and continued investment in communication resources will likely support the ongoing success of supplier diversity efforts.