BUSINESS


part of it. When you develop that type of cul- ture, people will hold their peers accountable. If there’s a bad apple, it won’t spoil the whole bunch because the person is being held accountable not only by the team but by the business as well, she says. “Tat person will either have to become more motivated to pro- duce more product or to become more pro- ductive, or they will naturally leave.” One of the best ways to recruit and retain top talent is to eliminate factors from the work environment that make people uncomfortable or unwelcome, says Booth. “Proactively developing a diverse team will


help attract a broader talent pool,” she says. “If you make an effort to cultivate a produc- tive and inclusive work environment, you will attract the best people and keep them from going to your competitors.” For those who can, becoming certified as a minority or disadvantaged business can help “because that way you can be included into the supply chain of major capital projects happening in your area from a municipal or state level,” says Encalarde. “Tere’s also a lot of federal opportunities for small businesses through organizations like Department of Transportation and Development.” Lehr points out that practices contractors


can put into place to begin developing DEI efforts include


• acknowledging dates of historical signif- icance and use those dates to reinforce organizational values, such as discussing Martin Luther King, Jr. Day or June- teenth.


• demonstrating appreciation for differenc- es in national cultures, including sports, food and music, given employees in the industry often are from other countries, whether through the H-2B nonagricul- tural visa program or otherwise.


• recruiting at historically Black colleges and universities where relevant. “For ex- ample, if recruiting agronomy majors from Auburn, consider also recruiting such ma- jors from Alabama A&M,” he says.


• training supervisors, managers and all employees on acceptable and unaccept- able behavior, including what’s posted on social media.


“Successful DEI does not treat DEI as


the historically oppressed and oppressors,” notes Lehr. “Rather, it’s a commitment to an open-minded and welcoming culture that re- spects and celebrates differences.”


Carol Brzozowski is a freelance writer with a specialty in environmental journalism based in Coral Springs, Flori- da. She can be reached at brzozowski.carol@gmail.com.


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