Diversity, Equity, and Inclusion: Learning as a Recipe for Success

In the fiercely competitive food manufacturing industry, success hinges not only on producing high-quality goods efficiently but also on nurturing a culture that embraces diversity, equity, and inclusion (DEI). This article provides a strategic roadmap for leveraging focused learning to achieve success. 

Adapting to Change 

Food manufacturers face unique challenges, including strict safety regulations, evolving consumer preferences, complex supply chain dynamics, and other industry-specific factors. Adapting to these realities require constant adjustments. While strategies like Lean manufacturing, automation, and supply chain optimization improve efficiency and quality, they sometimes miss the need for DEI innovations.  

The need for DEI innovations is made clear in reports like the 2022 Food and Drug Administration (FDA) Economic Research Service report which highlights the rising US racial and ethnic diversity. Global trends like population growth, migration to urban areas, and an increase in the over-65 population, as identified by the United Nations 2020 and Beyond report, are causing food manufacturers to reconsider markets. The demands are complicated by rises in food production exports.  

All trends will significantly influence food demand and dietary patterns, and drive the need for learning competence. 

Ensuring Compliance 

DEI initiatives are essential given global demographic trends. Food manufacturers need to establish internal policies based on core values while complying with external regulatory requirements. Bodies like the US Equal Employment Opportunity Commission (EEOC) enforce federal laws against discrimination, emphasizing the importance of providing a safe environment and quality products.  

The need to monitor change and implement appropriate policies and procedures within firms is underscored by reports such as the National Law Review’s, 2024 Labor and Employment Outlook for Manufacturers which highlights expanded anti-discrimination protections at various levels. Systematic methods for incorporating regulatory change into learning activities are a must.  

Measuring Progress 

Authors of the 2021 Deloitte and FMI-The Food Industry Association survey of more than 150 US-based food executives state that “Equity is not an initiative or a program—it’s an outcome.” Effective DEI initiatives require tracking of metrics like diversity within job roles, applicant pools, retention rates, cultural dynamics feedback, health and safety equity, leadership representation, consumer dietary diversity, social impact engagement, and continuous improvement.  

Committing to benchmarks and grounding in measurable goals improves the potential success of learning initiatives.  

Fostering Innovation 

Innovative approaches to DEI are equally as important as product and process innovations. Creating an “innovation-centric organizational community” within manufacturing operations requires incorporating continuous assessment of DEI-related learning systems, grounded in participative principles, and measuring results.  

Research supports that innovation in inclusive and equitable practices are linked to positive outcomes. Companies with more diverse management teams have 19% higher revenue due to innovation, as revealed by a 2016 Harvard Business Review study entitled Why Diverse Teams are Smarter and the 2018 Boston Consulting Group (BCG). 

Prioritizing innovation-centric community practices around DEI helps to build support.  

Embracing New Learning Models 

Learning is a continuous process of adapting to internal and external change. In in his HBR article entitled Making Differences Matter: A New Paradigm for Managing Diversity, David Thomas, described a new “ learning-and-effectiveness paradigm” that promotes inclusive practices because of their value as a catalyst for learning, growth, and sustainability.  

Establishing learning systems that emphasize continuous improvement in DEI-related knowledge, skills, and attitudes is essential. 

 In Summary 

Achieving success in food manufacturing requires a holistic approach that incorporates adaptability and agility. Establishing learning systems that emphasize continuous improvement in DEI-related knowledge, skills, and attitudes is essential. Food manufacturers will position themselves to meet the emerging challenges of the next 40 years if they: 

1. Build a learning culture. Learning must be intentionally promoted and supported as part of the corporate beliefs, values, and attitudinal emphasis. 
2. Educate the corporate leadership about its current DEI profile. Regardless of the corporate identity, geographic location, or employee make up, an awareness of the DEI profile in the context of environmental realities is an important component of learning. 
3. Establish a community around DEI innovation. Community is a sense of belonging based on affiliation and acceptance. The two elements only increase with attention to intentional learning. 
4. Measure and monitor progress. If you cannot measure it, you cannot manage it. The same is true for DEI. 
5. Promote continuous and dynamic learning. Life cycles end abruptly when learning stops. It’s a universal principle that also applies in the food manufacturing industry. 

 Special thanks to our guest author:

Dr. Ronald C Williams; Founding Director of the Center for Strategic Entrepreneurship at Coppin State University