This is the third in the International Women’s Day series of interviews that honor outstanding women in Human Resources.
Diversity, equity, and inclusion (DEI) is a business imperative. Organizations are recognizing this fact more than ever before, but they still have much work to do.
Nichelle Grant, Head of Diversity, Equity, and Inclusion at Siemens USA, is spearheading a movement from within her organization to ensure DEI remains a priority and becomes embedded in work culture. Recently, Grant talked to HR Exchange Network about how to overcome common challenges women face at work and what she sees on the horizon for DEI in the workplace.
HREN: How did you arrive in this role?
NG: I was taught at an early age that I can do anything I put my mind to. When I did that, I received a Bachelor of Science degree. In my early career I was going to go to medical school. But I ended up getting a job in lab scientific instruments. And Siemens was looking for someone with this kind of background who had some training experience. Bringing the stars together, I started working for smart infrastructure [at Siemens] in the training department.
I have always kept my goals in front of me. I have had various mentors who helped me in the journey. I have focused on growing my own career, but I also found that contributing to the culture or work environment was important to me. So, I volunteered through the years with employee resource groups doing different things with the Diversity Council. Since I was named in my current role, I've been drawing on those experiences at Siemens to really drive DEI in every nook and cranny that I can.
We spend a lot of time at work. It's an ongoing journey for me. Siemens is a big part of my life. It’s not just a company. It's a community. And it's all about diversity, equity, and inclusion and representing our core values for the people who work for us and the customers we serve.
READ: Chief Culture Officer at the Atlanta Braves Carves Her Own Path
HREN: What are the challenges of women in the workplace?
NG: If you look at history, women continue to be an impactful contributor in the workplace. But it doesn’t come without those challenges. I think one of the key challenges is opportunity. Women still are fighting for equal visibility, opportunity to lead, opportunity to be heard.
Challenges surfaced from time to time in my career. I am not oblivious to that, and I’m not immune to it. But I learned to navigate those challenges. I understand my goals and determine the path that is right for me. Those strong mentors guide me; they are role models. And I never give up. You must be resilient. That’s one of those keywords. You can’t have enough resilience, especially nowadays.
HREN: What types of initiatives can help reduce the gender pay gap?
NG: My keyword is intentionality. Intentional actions to reduce that pay gap in any organization are essential. It’s not enough to fill the gap with dollars. That’s the first step. In addition, there must be systematic change.
From the time you hire and offer the salary to how you promote and how the hiring manager is thinking about compensation, you should consider the gap, so that the team mitigates biases. Look at evaluations and compensation systematically, so you don't have a gap years later. Then you end up saying, 'Oh, the gap's back.' We should change it, so it changes permanently and not just for the time being like a band-aid.
HREN: Organizations have made DEI strategy a priority. What are companies getting right about DEI initiatives?
NG: I think it's great that organizations are making DEI a priority. Okay, great, we have your attention. Now, invest in those strategies and initiatives. It takes all of us across the organization to make DEI impactful.
At Siemens, we've developed this robust ecosystem of partners who share our commitment to it, commitment to career opportunities to pathways for women and women of color. We recently created this referral network. So, we have passive and active talent looking to see who wants to come work at Siemens. It has opened up the aperture to allow more women to be considered thorough that pipeline of candidates. It’s bringing more people in. Through that and our active participation in the FairyGodBoss community, we attract and engage women.
That’s doing things right. Look at your resources and tap into those unconventional sources that allow more people to have an opportunity to be considered for a role. We still want to pick the right person for the right job, but why not give that diverse slate of candidates to the hiring manager?
REPORT: State of HR
HREN: How do you see DEI goals shaping up over the next two to five years?
NG: We must keep the momentum going. One of the concerns is that DEI is the focus now, but we’ll get distracted and go do something else. So, it’s key to embed it into the DNA of an organization. It is not business over here and DEI over there. DEI is how you do business. One of my mantras is, ‘I don’t care what you do for the organization. Whatever you do, there is a DEI component.’ I need you to do it with a DEI lens. I need you to see how it impacts people, our customers, and society. If we all did that, we would collectively be better. It would take it to the next level. Over the next couple of years, I think we’ll see the fruits of our labor now have an impact. More people will be on board to institutionalize DEI within the organization.
HREN: What is your best advice to young women in HR?
NG: Do what you're passionate about. Set goals, make a path. Don't wait for others to do it for you. Make choices that are best for you and will help you meet your goals.
Whatever you do, do it well. People always say, 'I want to do this. I want to do that.' I say, 'How are you doing the job you're doing right now?' People are watching. Show up and perform your responsibilities well.
Never give up. You're going to run into obstacles but work through them and keep moving toward your dreams.
READ: Interview: How to Make DEI Integral to Your Work Culture
HREN: Is there anything else you’d like to share?
NG: DEI is not just my responsibility. It’s all our responsibilities. It's a human thing. It's not a religious thing. It's not a political thing. It’s about treating people with respect and what’s humanly possible as a collective to make society better. Diversity and inclusion and equity is key to creating that world we all want to live in.
Don’t miss the other interviews in the International Women's Day series.