At the Diversity and Inclusion conference this year, I had the pleasure of learning more about the new label for Human Resources professionals who are responsible for strategically implementing Diversity and Inclusion programs at their companies. SHRM refers to these people as “Game Changers”. I was able to speak to one of those individuals, Robert L. Johnson, the founder and chairman of RLJ Companies, Inc, an innovative business network that provides strategic investments in a diverse portfolio of companies. Within The RLJ Companies portfolio, Mr. Johnson owns or holds interests in businesses operating in hotel real estate investment; private equity; financial services; asset management; insurance services; automobile dealerships; sports and entertainment; and video lottery terminal (VLT) gaming. In July 2007, he was named by USA Today as one of “The 25 Most Influential Business Leaders of the Past 25 Years.”
I interviewed Mr. Johnson about diversity in the workplace.
Blogabouthr: What was your motivation to speak at the SHRM 2011 Diversity and Inclusion conference?
RLJ: What motivated me is my concern that the US economy is causing a systematic drop in opportunities for African Americans and other minorities. [This is mainly] because of changes in manufacturing, heavy industries and global competitiveness causing jobs to be sent overseas. If we don’t identify areas for diversity, then minorities will fall lower in terms income and wealth.
Blogabouthr: Over your years as a business leader, what are two things you feel you have done to enhance diversity at your companies?
RLJ: To give people the opportunity to succeed at the highest level possible. My companies focus on African Americans and minorities. African American and minorities are consumer and having gained much in terms of populations. Focus is on giving opportunities to minorities for employment and suppliers. I tell my business managers that the critical part of diversity and inclusion is an important opportunity for doing business.
Blogabouthr: In your experience, what HR best practices do you feel have had the greatest impact on your employees/businesses?
RLJ: By giving people responsibility and supporting them in their efforts. Provide them with information about what their job is, overall goals of the company, give them responsibility. Provide a context them and hold them accountable…not for them to fail but for them to focus on a task. [They should] understand their job function, how it fits and the strategic vision of the company. If you need help, don’t be afraid to ask. We want you to succeed. Be open to new ideas and creating an environment where people understand the vision of the company.
Blogabouthr: As the CEO of RLJ Holdings, Inc. and a minority, what do you think leaders still need to do to develop and engage a more diverse workforce within their organizations?
RLJ: Leaders at the CEO level need to know that diversity is an absolute necessity in business. You can’t live in the US where minorities are the fastest growing population and the biggest consumers. The US can’t be competitive without embracing diversity. Make sure diversity is a core part of the market. Diversity should stand right beside other company’s criteria. People should be held accountable. I mentioned the RLJ rule during SHRM’s Diversity and Inclusion conference. The RLJ rule is before making a decision for a high level position, at least interview 2 minorities. Before offering contracts to business, interview at least 2 minority businesses. It’s not mandatory but should be common practice.
Blogabouthr: How does your new website www.oppsplace.com help in creating a diverse workforce?
RLJ: One of the things in my business career I’ve heard is that “Gee Bob, we don’t know how to find minorities with certain job qualifications”. OppsPlace.com answers that question. It’s a one stop shop for identifying African Americans that are capable and qualified to provide a business service. It’s a place where companies search for minority candidates before hiring. Click away! It becomes the norm rather than the necessity that they have to do. Focus from standpoint of minority applicants. They get more data from a company. Companies will be able to employ minorities looking for work.
www.oppsplace.com is set to go live in Spring 2012.
As always prioritize, set boundaries and live!
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