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» VISIT US ONLINE @ DSNEWS.COM 71 that progress, in any form, takes time. Once a diversity and inclusion program is implemented with solid infrastructure and a commitment to continued forward progress, the question becomes what does that progress look like? And the answer lies in identifying the needs of your workforce and the varying walks of life it embodies. As such, there are no right or wrong answers here, so this is the place to find out what your employees want. What would energize them? What types of programs might motivate them? Dig down and be creative. For instance, at Orlans PC, they ensure that their diversity and inclusion program isn't merely a "check-box exercise" but a real, honest look at the needs and expectations of those they employ. According to Julie Moran, Senior Executive Counsel, Orlans PC, in her article "Build, Don't Buy—Recruitment and Retention of Diverse Talent," Orlans PC remains committed to diversity at all levels of the organization. ey were early implementers of same-sex health care benefits, and they allow two floating religious/ cultural part-time off in their holiday package with an understanding that diversity doesn't stop at race, ethnicity, religion, gender, or age. Orlans also uses a 28-question survey to track employee satisfaction and make necessary changes to their organization based on the feedback they receive. ey recognize the multigenerational differences between millennials and baby boomers, opting for quarterly appraisals rather than the more traditional annual appraisal process. At the end of the day, there will always be road bumps in a diversity program, and nothing is to say that a company will ever be able to please everyone. Diversity and inclusion is a mindset—a way of thinking. What matters, however, is that companies keep that avenue for dialogue open and that their employees feel comfortable in pursuing those avenues. Morris understands this sentiment. "Being blind to a problem doesn't make a person bad, but being open to seeing a situation from a new perspective is essential, if we want our industry to enjoy all the benefits that diversity offers. It's up to those of us actively working on diversity in the mortgage industry to offer that new perspective." COVER STORY INDUSTRY INSIGHT INDUSTRY INSIGHT INDUSTRY INSIGHT INDUSTRY INSIGHT LOOKING FOR MORE? The following tips will help amplify the five best practices and ensure you feel their benefits sooner than later. CLUE IN ON CULTURE First and foremost: Diversity and inclusion programs need to reflect the culture of the businesses. And, unfortunately, the immediate perks aren't always quantifiable. As McGee put it, "Diversity is not a one-size-fits- all initiative; make sure your diversity program aligns with your company mission and values." But that doesn't mean there aren't benefits. Happy employees are more productive employees. As Crosby Wheeler says: "One of our core values is to be cheerleaders for our team, and our diversity and inclusion program is a natural extension of that value. We also know that happy team members lead to happy customers, which is great for business. With diversity and inclusion, our team members feel more connected at work and more comfortable being their whole, authentic selves. In such an open and welcoming environment, their satisfaction with their workplace rises, which then positively impacts their work, their teammates, and their customers." At Accumatch, they don't have a clearly defined diversity and inclusion program—they simply hire employees who best fit their culture, thereby creating an organically diverse population—but they see results nonetheless. "Diversity initiatives help people to understand the differences in the cultures around them and help them to better understand people of different ethnic groups," said Kim Morris, Accumatch's SVP of Operations. "If you are never introduced to other cultures, you will never understand them from a personal standpoint." So, results can be measured by employee happiness and productivity, as well as the view of an inclusive workforce—employees will be more connected, get along better, and produce better work. PATIENCE AND PERSISTENCE With that being said, companies have to be patient and diligent when it comes to quantifying the benefits of their diversity and inclusion programs. "The most common thing overlooked is that progress will take time," Crosby Wheeler said. "Another thing is the fact that all levels of leadership, from managers to executives, must get on board in order for diversity and inclusion to permeate the culture of the organization. The initiatives cannot be things that just the Office of Diversity and Inclusion handles or just HR handles; instead, everyone must take ownership of their part in the diversity and inclusion journey."

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