Category Archives for "Managed Services News"

Dec 07

Make DE&I a Focus in 2023

By | Managed Services News

Succeeding in the highly competitive IT services market requires a focus on diversity, equity and inclusion.

If your company hasn’t yet implemented or enacted a DEI initiative, there are three straightforward reasons why now is the time. First, being diverse, equitable and including people from various backgrounds is the right thing to do. Second, it might be a legal requirement depending on your situation. Finally, it’s good for business. According to research from the Boston Consulting Group, companies with management with above-average diversity report revenue from innovation that was 19% higher than those with below-average leadership diversity. With so much upside to DEI, what’s stopping you from moving forward?

A DEI primer

Before we go further, we must have a baseline understanding of what each of these terms means. According to dei.extension.org, here’s a quick overview:

Diversity is the presence of differences that may include race, gender, religion, sexual orientation, ethnicity, nationality, socioeconomic status, language, (dis)ability, age, religious commitment or political perspective. Unfortunately, these populations have been and remain underrepresented among practitioners in the field and marginalized in the broader society.

Equity promotes justice, impartiality and fairness within institutions or systems’ procedures, processes and distribution of resources. Tackling equity issues requires understanding the root causes of outcome disparities within our society.

Inclusion is an outcome to ensure those who are diverse feel and/or are welcomed. Inclusion outcomes are met when you, your institution and your program are truly inviting to all. To the degree to which diverse individuals can participate fully in decision-making and development opportunities within an organization or group.

We recently spoke with Susan O’Sullivan, VP of Diversity, Equity and Inclusion for Ingram Micro, to learn how to practically apply the above concepts to your business.

DEI in action

One might assume you can’t kick off a DEI initiative without first having a DEI specialist on staff, but that’s not true. “I didn’t have an HR background or any special training when asked to take on this role,” reveals O’Sullivan. “I leveraged my decades of experience and tapped into the numerous online DEI resources available.”

Coming from a sales leadership background, O’Sullivan had a few things going for her. First, she had experience managing people. Second, she could already see the benefits of a diverse team. “I seek out people that look and think differently than me,” she says. “If you know your team’s strengths and weaknesses, why not find diverse people to fill the gaps and push you and others out of your comfort zones of traditional thinking?”

She goes on to say that DEI is about making sure everyone – from upper management to entry level – gets a seat at the table to bring their unique perspectives and ideas. “Business is getting harder,” she adds. “You need everyone working together to challenge the status quo and lead your company to new levels of success.”

O’Sullivan says that it’s also vital that your website speaks to your DEI initiatives. Additionally, she says, when diverse candidates are interviewed, they should be meeting with existing diverse employees. “Does your company look like a place someone with a diverse background wants to work?” she asks. “Sixty-seven percent of workers are looking for companies that highlight diversity, equity and inclusion. DEI has to be baked into your company culture to be effective.”

O’Sullivan’s last bit of advice is to act now. “It would be great if you could allocate someone full-time to DEI, but it isn’t necessary,” she says. “Anything you can do to advance diversity, equity and inclusion within your organization is a positive step forward.”

This guest blog is part of a Channel Futures sponsorship.

Dec 07

Nextiva Layoffs Impact 14% of Workforce, Including Partner Development Leader Hilary Gadda

By | Managed Services News

Nextiva reportedly cited challenging economic times.

Just a few short months after her appointment, Nextiva has laid off Hilary Gadda from her role as head of partner development. She’s among numerous Nextiva workers that have been let go this week.

Nextiva has laid off 14% of its workforce impacting many departments. It also reportedly cited challenging economic times. The layoffs started around Thanksgiving and continued this week.

Nextiva verified cutting 14% of its workers. However, it didn’t comment further on the layoffs.

Keep up with our telecom-IT layoff tracker to see which companies are cutting jobs and the ensuing channel impact.

Nextiva hired Gadda in September. She announced her departure in a LinkedIn post:

HIlary Gadda“In September I thought I had found the dream job until it wasn’t. Like so many of my colleagues, I was laid off yesterday. I recently posted about my true tribe and how important they are to me and my success. Well, I had the good fortune in the last 90 days, to add many awesome new people to my true tribe! People I would never have met without this experience. You new true tribe members are my lemonade.”

Nextiva hired Gadda to build and oversee the cloud communications and digital workspace provider’s partner onboarding and development group. She left TPx, where she was director of national channel sales and development. After a 20-year stint with TelePacific/TPx, Gadda said she weighed her next move very carefully. She said the entrepreneurial spirit she felt at Nextiva drew her to the company.

Nextiva Latest Layoffs in Channel

Nextiva joins numerous other companies doing business in the channel that are laying off workers. Others include HP, Asana, Oracle, Salesforce, RingCentral, SADA and more.

Numerous other impacted Nextiva executives took to LinkedIn for help in finding other employment.

Among other Nextiva executives let go were Randy Miears, channel manager of Dallas-Fort Worth, North Texas and Oklahoma, and Laura Trybula, senior account executive.

“After an eventful year and a half with Nextiva I was affected by the reduction in force (RIF) layoffs today along with about 17% of the company,” Trybula said in  LinkedIn post. “I am looking for a new role and would appreciate your support.”

Nextiva also laid off Juan A. Rodriguez, customer success manager.

“After a very rewarding year with Nextiva, I was affected by the recent layoffs in the tech industry,” he said on LinkedIn.

Dec 07

Make DE&I a Focus in 2023

By | Managed Services News

Succeeding in the highly competitive IT services market requires a focus on diversity, equity and inclusion.

If your company hasn’t yet implemented or enacted a DEI initiative, there are three straightforward reasons why now is the time. First, being diverse, equitable and including people from various backgrounds is the right thing to do. Second, it might be a legal requirement depending on your situation. Finally, it’s good for business. According to research from the Boston Consulting Group, companies with management with above-average diversity report revenue from innovation that was 19% higher than those with below-average leadership diversity. With so much upside to DEI, what’s stopping you from moving forward?

A DEI primer

Before we go further, we must have a baseline understanding of what each of these terms means. According to dei.extension.org, here’s a quick overview:

Diversity is the presence of differences that may include race, gender, religion, sexual orientation, ethnicity, nationality, socioeconomic status, language, (dis)ability, age, religious commitment or political perspective. Unfortunately, these populations have been and remain underrepresented among practitioners in the field and marginalized in the broader society.

Equity promotes justice, impartiality and fairness within institutions or systems’ procedures, processes and distribution of resources. Tackling equity issues requires understanding the root causes of outcome disparities within our society.

Inclusion is an outcome to ensure those who are diverse feel and/or are welcomed. Inclusion outcomes are met when you, your institution and your program are truly inviting to all. To the degree to which diverse individuals can participate fully in decision-making and development opportunities within an organization or group.

We recently spoke with Susan O’Sullivan, VP of Diversity, Equity and Inclusion for Ingram Micro, to learn how to practically apply the above concepts to your business.

DEI in action

One might assume you can’t kick off a DEI initiative without first having a DEI specialist on staff, but that’s not true. “I didn’t have an HR background or any special training when asked to take on this role,” reveals O’Sullivan. “I leveraged my decades of experience and tapped into the numerous online DEI resources available.”

Coming from a sales leadership background, O’Sullivan had a few things going for her. First, she had experience managing people. Second, she could already see the benefits of a diverse team. “I seek out people that look and think differently than me,” she says. “If you know your team’s strengths and weaknesses, why not find diverse people to fill the gaps and push you and others out of your comfort zones of traditional thinking?”

She goes on to say that DEI is about making sure everyone – from upper management to entry level – gets a seat at the table to bring their unique perspectives and ideas. “Business is getting harder,” she adds. “You need everyone working together to challenge the status quo and lead your company to new levels of success.”

O’Sullivan says that it’s also vital that your website speaks to your DEI initiatives. Additionally, she says, when diverse candidates are interviewed, they should be meeting with existing diverse employees. “Does your company look like a place someone with a diverse background wants to work?” she asks. “Sixty-seven percent of workers are looking for companies that highlight diversity, equity and inclusion. DEI has to be baked into your company culture to be effective.”

O’Sullivan’s last bit of advice is to act now. “It would be great if you could allocate someone full-time to DEI, but it isn’t necessary,” she says. “Anything you can do to advance diversity, equity and inclusion within your organization is a positive step forward.”

This guest blog is part of a Channel Futures sponsorship.

Dec 07

Make DE&I a Focus in 2023

By | Managed Services News

Succeeding in the highly competitive IT services market requires a focus on diversity, equity and inclusion.

If your company hasn’t yet implemented or enacted a DEI initiative, there are three straightforward reasons why now is the time. First, being diverse, equitable and including people from various backgrounds is the right thing to do. Second, it might be a legal requirement depending on your situation. Finally, it’s good for business. According to research from the Boston Consulting Group, companies with management with above-average diversity report revenue from innovation that was 19% higher than those with below-average leadership diversity. With so much upside to DEI, what’s stopping you from moving forward?

A DEI primer

Before we go further, we must have a baseline understanding of what each of these terms means. According to dei.extension.org, here’s a quick overview:

Diversity is the presence of differences that may include race, gender, religion, sexual orientation, ethnicity, nationality, socioeconomic status, language, (dis)ability, age, religious commitment or political perspective. Unfortunately, these populations have been and remain underrepresented among practitioners in the field and marginalized in the broader society.

Equity promotes justice, impartiality and fairness within institutions or systems’ procedures, processes and distribution of resources. Tackling equity issues requires understanding the root causes of outcome disparities within our society.

Inclusion is an outcome to ensure those who are diverse feel and/or are welcomed. Inclusion outcomes are met when you, your institution and your program are truly inviting to all. To the degree to which diverse individuals can participate fully in decision-making and development opportunities within an organization or group.

We recently spoke with Susan O’Sullivan, VP of Diversity, Equity and Inclusion for Ingram Micro, to learn how to practically apply the above concepts to your business.

DEI in action

One might assume you can’t kick off a DEI initiative without first having a DEI specialist on staff, but that’s not true. “I didn’t have an HR background or any special training when asked to take on this role,” reveals O’Sullivan. “I leveraged my decades of experience and tapped into the numerous online DEI resources available.”

Coming from a sales leadership background, O’Sullivan had a few things going for her. First, she had experience managing people. Second, she could already see the benefits of a diverse team. “I seek out people that look and think differently than me,” she says. “If you know your team’s strengths and weaknesses, why not find diverse people to fill the gaps and push you and others out of your comfort zones of traditional thinking?”

She goes on to say that DEI is about making sure everyone – from upper management to entry level – gets a seat at the table to bring their unique perspectives and ideas. “Business is getting harder,” she adds. “You need everyone working together to challenge the status quo and lead your company to new levels of success.”

O’Sullivan says that it’s also vital that your website speaks to your DEI initiatives. Additionally, she says, when diverse candidates are interviewed, they should be meeting with existing diverse employees. “Does your company look like a place someone with a diverse background wants to work?” she asks. “Sixty-seven percent of workers are looking for companies that highlight diversity, equity and inclusion. DEI has to be baked into your company culture to be effective.”

O’Sullivan’s last bit of advice is to act now. “It would be great if you could allocate someone full-time to DEI, but it isn’t necessary,” she says. “Anything you can do to advance diversity, equity and inclusion within your organization is a positive step forward.”

This guest blog is part of a Channel Futures sponsorship.

Dec 07

Make DE&I a Focus in 2023

By | Managed Services News

Succeeding in the highly competitive IT services market requires a focus on diversity, equity and inclusion.

If your company hasn’t yet implemented or enacted a DEI initiative, there are three straightforward reasons why now is the time. First, being diverse, equitable and including people from various backgrounds is the right thing to do. Second, it might be a legal requirement depending on your situation. Finally, it’s good for business. According to research from the Boston Consulting Group, companies with management with above-average diversity report revenue from innovation that was 19% higher than those with below-average leadership diversity. With so much upside to DEI, what’s stopping you from moving forward?

A DEI primer

Before we go further, we must have a baseline understanding of what each of these terms means. According to dei.extension.org, here’s a quick overview:

Diversity is the presence of differences that may include race, gender, religion, sexual orientation, ethnicity, nationality, socioeconomic status, language, (dis)ability, age, religious commitment or political perspective. Unfortunately, these populations have been and remain underrepresented among practitioners in the field and marginalized in the broader society.

Equity promotes justice, impartiality and fairness within institutions or systems’ procedures, processes and distribution of resources. Tackling equity issues requires understanding the root causes of outcome disparities within our society.

Inclusion is an outcome to ensure those who are diverse feel and/or are welcomed. Inclusion outcomes are met when you, your institution and your program are truly inviting to all. To the degree to which diverse individuals can participate fully in decision-making and development opportunities within an organization or group.

We recently spoke with Susan O’Sullivan, VP of Diversity, Equity and Inclusion for Ingram Micro, to learn how to practically apply the above concepts to your business.

DEI in action

One might assume you can’t kick off a DEI initiative without first having a DEI specialist on staff, but that’s not true. “I didn’t have an HR background or any special training when asked to take on this role,” reveals O’Sullivan. “I leveraged my decades of experience and tapped into the numerous online DEI resources available.”

Coming from a sales leadership background, O’Sullivan had a few things going for her. First, she had experience managing people. Second, she could already see the benefits of a diverse team. “I seek out people that look and think differently than me,” she says. “If you know your team’s strengths and weaknesses, why not find diverse people to fill the gaps and push you and others out of your comfort zones of traditional thinking?”

She goes on to say that DEI is about making sure everyone – from upper management to entry level – gets a seat at the table to bring their unique perspectives and ideas. “Business is getting harder,” she adds. “You need everyone working together to challenge the status quo and lead your company to new levels of success.”

O’Sullivan says that it’s also vital that your website speaks to your DEI initiatives. Additionally, she says, when diverse candidates are interviewed, they should be meeting with existing diverse employees. “Does your company look like a place someone with a diverse background wants to work?” she asks. “Sixty-seven percent of workers are looking for companies that highlight diversity, equity and inclusion. DEI has to be baked into your company culture to be effective.”

O’Sullivan’s last bit of advice is to act now. “It would be great if you could allocate someone full-time to DEI, but it isn’t necessary,” she says. “Anything you can do to advance diversity, equity and inclusion within your organization is a positive step forward.”

This guest blog is part of a Channel Futures sponsorship.

Dec 07

Make DE&I a Focus in 2023

By | Managed Services News

Succeeding in the highly competitive IT services market requires a focus on diversity, equity and inclusion.

If your company hasn’t yet implemented or enacted a DEI initiative, there are three straightforward reasons why now is the time. First, being diverse, equitable and including people from various backgrounds is the right thing to do. Second, it might be a legal requirement depending on your situation. Finally, it’s good for business. According to research from the Boston Consulting Group, companies with management with above-average diversity report revenue from innovation that was 19% higher than those with below-average leadership diversity. With so much upside to DEI, what’s stopping you from moving forward?

A DEI primer

Before we go further, we must have a baseline understanding of what each of these terms means. According to dei.extension.org, here’s a quick overview:

Diversity is the presence of differences that may include race, gender, religion, sexual orientation, ethnicity, nationality, socioeconomic status, language, (dis)ability, age, religious commitment or political perspective. Unfortunately, these populations have been and remain underrepresented among practitioners in the field and marginalized in the broader society.

Equity promotes justice, impartiality and fairness within institutions or systems’ procedures, processes and distribution of resources. Tackling equity issues requires understanding the root causes of outcome disparities within our society.

Inclusion is an outcome to ensure those who are diverse feel and/or are welcomed. Inclusion outcomes are met when you, your institution and your program are truly inviting to all. To the degree to which diverse individuals can participate fully in decision-making and development opportunities within an organization or group.

We recently spoke with Susan O’Sullivan, VP of Diversity, Equity and Inclusion for Ingram Micro, to learn how to practically apply the above concepts to your business.

DEI in action

One might assume you can’t kick off a DEI initiative without first having a DEI specialist on staff, but that’s not true. “I didn’t have an HR background or any special training when asked to take on this role,” reveals O’Sullivan. “I leveraged my decades of experience and tapped into the numerous online DEI resources available.”

Coming from a sales leadership background, O’Sullivan had a few things going for her. First, she had experience managing people. Second, she could already see the benefits of a diverse team. “I seek out people that look and think differently than me,” she says. “If you know your team’s strengths and weaknesses, why not find diverse people to fill the gaps and push you and others out of your comfort zones of traditional thinking?”

She goes on to say that DEI is about making sure everyone – from upper management to entry level – gets a seat at the table to bring their unique perspectives and ideas. “Business is getting harder,” she adds. “You need everyone working together to challenge the status quo and lead your company to new levels of success.”

O’Sullivan says that it’s also vital that your website speaks to your DEI initiatives. Additionally, she says, when diverse candidates are interviewed, they should be meeting with existing diverse employees. “Does your company look like a place someone with a diverse background wants to work?” she asks. “Sixty-seven percent of workers are looking for companies that highlight diversity, equity and inclusion. DEI has to be baked into your company culture to be effective.”

O’Sullivan’s last bit of advice is to act now. “It would be great if you could allocate someone full-time to DEI, but it isn’t necessary,” she says. “Anything you can do to advance diversity, equity and inclusion within your organization is a positive step forward.”

This guest blog is part of a Channel Futures sponsorship.

Dec 07

Make DE&I a Focus in 2023

By | Managed Services News

Succeeding in the highly competitive IT services market requires a focus on diversity, equity and inclusion.

If your company hasn’t yet implemented or enacted a DEI initiative, there are three straightforward reasons why now is the time. First, being diverse, equitable and including people from various backgrounds is the right thing to do. Second, it might be a legal requirement depending on your situation. Finally, it’s good for business. According to research from the Boston Consulting Group, companies with management with above-average diversity report revenue from innovation that was 19% higher than those with below-average leadership diversity. With so much upside to DEI, what’s stopping you from moving forward?

A DEI primer

Before we go further, we must have a baseline understanding of what each of these terms means. According to dei.extension.org, here’s a quick overview:

Diversity is the presence of differences that may include race, gender, religion, sexual orientation, ethnicity, nationality, socioeconomic status, language, (dis)ability, age, religious commitment or political perspective. Unfortunately, these populations have been and remain underrepresented among practitioners in the field and marginalized in the broader society.

Equity promotes justice, impartiality and fairness within institutions or systems’ procedures, processes and distribution of resources. Tackling equity issues requires understanding the root causes of outcome disparities within our society.

Inclusion is an outcome to ensure those who are diverse feel and/or are welcomed. Inclusion outcomes are met when you, your institution and your program are truly inviting to all. To the degree to which diverse individuals can participate fully in decision-making and development opportunities within an organization or group.

We recently spoke with Susan O’Sullivan, VP of Diversity, Equity and Inclusion for Ingram Micro, to learn how to practically apply the above concepts to your business.

DEI in action

One might assume you can’t kick off a DEI initiative without first having a DEI specialist on staff, but that’s not true. “I didn’t have an HR background or any special training when asked to take on this role,” reveals O’Sullivan. “I leveraged my decades of experience and tapped into the numerous online DEI resources available.”

Coming from a sales leadership background, O’Sullivan had a few things going for her. First, she had experience managing people. Second, she could already see the benefits of a diverse team. “I seek out people that look and think differently than me,” she says. “If you know your team’s strengths and weaknesses, why not find diverse people to fill the gaps and push you and others out of your comfort zones of traditional thinking?”

She goes on to say that DEI is about making sure everyone – from upper management to entry level – gets a seat at the table to bring their unique perspectives and ideas. “Business is getting harder,” she adds. “You need everyone working together to challenge the status quo and lead your company to new levels of success.”

O’Sullivan says that it’s also vital that your website speaks to your DEI initiatives. Additionally, she says, when diverse candidates are interviewed, they should be meeting with existing diverse employees. “Does your company look like a place someone with a diverse background wants to work?” she asks. “Sixty-seven percent of workers are looking for companies that highlight diversity, equity and inclusion. DEI has to be baked into your company culture to be effective.”

O’Sullivan’s last bit of advice is to act now. “It would be great if you could allocate someone full-time to DEI, but it isn’t necessary,” she says. “Anything you can do to advance diversity, equity and inclusion within your organization is a positive step forward.”

This guest blog is part of a Channel Futures sponsorship.

Dec 07

Make DE&I a Focus in 2023

By | Managed Services News

Succeeding in the highly competitive IT services market requires a focus on diversity, equity and inclusion.

If your company hasn’t yet implemented or enacted a DEI initiative, there are three straightforward reasons why now is the time. First, being diverse, equitable and including people from various backgrounds is the right thing to do. Second, it might be a legal requirement depending on your situation. Finally, it’s good for business. According to research from the Boston Consulting Group, companies with management with above-average diversity report revenue from innovation that was 19% higher than those with below-average leadership diversity. With so much upside to DEI, what’s stopping you from moving forward?

A DEI primer

Before we go further, we must have a baseline understanding of what each of these terms means. According to dei.extension.org, here’s a quick overview:

Diversity is the presence of differences that may include race, gender, religion, sexual orientation, ethnicity, nationality, socioeconomic status, language, (dis)ability, age, religious commitment or political perspective. Unfortunately, these populations have been and remain underrepresented among practitioners in the field and marginalized in the broader society.

Equity promotes justice, impartiality and fairness within institutions or systems’ procedures, processes and distribution of resources. Tackling equity issues requires understanding the root causes of outcome disparities within our society.

Inclusion is an outcome to ensure those who are diverse feel and/or are welcomed. Inclusion outcomes are met when you, your institution and your program are truly inviting to all. To the degree to which diverse individuals can participate fully in decision-making and development opportunities within an organization or group.

We recently spoke with Susan O’Sullivan, VP of Diversity, Equity and Inclusion for Ingram Micro, to learn how to practically apply the above concepts to your business.

DEI in action

One might assume you can’t kick off a DEI initiative without first having a DEI specialist on staff, but that’s not true. “I didn’t have an HR background or any special training when asked to take on this role,” reveals O’Sullivan. “I leveraged my decades of experience and tapped into the numerous online DEI resources available.”

Coming from a sales leadership background, O’Sullivan had a few things going for her. First, she had experience managing people. Second, she could already see the benefits of a diverse team. “I seek out people that look and think differently than me,” she says. “If you know your team’s strengths and weaknesses, why not find diverse people to fill the gaps and push you and others out of your comfort zones of traditional thinking?”

She goes on to say that DEI is about making sure everyone – from upper management to entry level – gets a seat at the table to bring their unique perspectives and ideas. “Business is getting harder,” she adds. “You need everyone working together to challenge the status quo and lead your company to new levels of success.”

O’Sullivan says that it’s also vital that your website speaks to your DEI initiatives. Additionally, she says, when diverse candidates are interviewed, they should be meeting with existing diverse employees. “Does your company look like a place someone with a diverse background wants to work?” she asks. “Sixty-seven percent of workers are looking for companies that highlight diversity, equity and inclusion. DEI has to be baked into your company culture to be effective.”

O’Sullivan’s last bit of advice is to act now. “It would be great if you could allocate someone full-time to DEI, but it isn’t necessary,” she says. “Anything you can do to advance diversity, equity and inclusion within your organization is a positive step forward.”

This guest blog is part of a Channel Futures sponsorship.

Dec 07

Make DE&I a Focus in 2023

By | Managed Services News

Succeeding in the highly competitive IT services market requires a focus on diversity, equity and inclusion.

If your company hasn’t yet implemented or enacted a DEI initiative, there are three straightforward reasons why now is the time. First, being diverse, equitable and including people from various backgrounds is the right thing to do. Second, it might be a legal requirement depending on your situation. Finally, it’s good for business. According to research from the Boston Consulting Group, companies with management with above-average diversity report revenue from innovation that was 19% higher than those with below-average leadership diversity. With so much upside to DEI, what’s stopping you from moving forward?

A DEI primer

Before we go further, we must have a baseline understanding of what each of these terms means. According to dei.extension.org, here’s a quick overview:

Diversity is the presence of differences that may include race, gender, religion, sexual orientation, ethnicity, nationality, socioeconomic status, language, (dis)ability, age, religious commitment or political perspective. Unfortunately, these populations have been and remain underrepresented among practitioners in the field and marginalized in the broader society.

Equity promotes justice, impartiality and fairness within institutions or systems’ procedures, processes and distribution of resources. Tackling equity issues requires understanding the root causes of outcome disparities within our society.

Inclusion is an outcome to ensure those who are diverse feel and/or are welcomed. Inclusion outcomes are met when you, your institution and your program are truly inviting to all. To the degree to which diverse individuals can participate fully in decision-making and development opportunities within an organization or group.

We recently spoke with Susan O’Sullivan, VP of Diversity, Equity and Inclusion for Ingram Micro, to learn how to practically apply the above concepts to your business.

DEI in action

One might assume you can’t kick off a DEI initiative without first having a DEI specialist on staff, but that’s not true. “I didn’t have an HR background or any special training when asked to take on this role,” reveals O’Sullivan. “I leveraged my decades of experience and tapped into the numerous online DEI resources available.”

Coming from a sales leadership background, O’Sullivan had a few things going for her. First, she had experience managing people. Second, she could already see the benefits of a diverse team. “I seek out people that look and think differently than me,” she says. “If you know your team’s strengths and weaknesses, why not find diverse people to fill the gaps and push you and others out of your comfort zones of traditional thinking?”

She goes on to say that DEI is about making sure everyone – from upper management to entry level – gets a seat at the table to bring their unique perspectives and ideas. “Business is getting harder,” she adds. “You need everyone working together to challenge the status quo and lead your company to new levels of success.”

O’Sullivan says that it’s also vital that your website speaks to your DEI initiatives. Additionally, she says, when diverse candidates are interviewed, they should be meeting with existing diverse employees. “Does your company look like a place someone with a diverse background wants to work?” she asks. “Sixty-seven percent of workers are looking for companies that highlight diversity, equity and inclusion. DEI has to be baked into your company culture to be effective.”

O’Sullivan’s last bit of advice is to act now. “It would be great if you could allocate someone full-time to DEI, but it isn’t necessary,” she says. “Anything you can do to advance diversity, equity and inclusion within your organization is a positive step forward.”

This guest blog is part of a Channel Futures sponsorship.

Dec 07

Make DE&I a Focus in 2023

By | Managed Services News

Succeeding in the highly competitive IT services market requires a focus on diversity, equity and inclusion.

If your company hasn’t yet implemented or enacted a DEI initiative, there are three straightforward reasons why now is the time. First, being diverse, equitable and including people from various backgrounds is the right thing to do. Second, it might be a legal requirement depending on your situation. Finally, it’s good for business. According to research from the Boston Consulting Group, companies with management with above-average diversity report revenue from innovation that was 19% higher than those with below-average leadership diversity. With so much upside to DEI, what’s stopping you from moving forward?

A DEI primer

Before we go further, we must have a baseline understanding of what each of these terms means. According to dei.extension.org, here’s a quick overview:

Diversity is the presence of differences that may include race, gender, religion, sexual orientation, ethnicity, nationality, socioeconomic status, language, (dis)ability, age, religious commitment or political perspective. Unfortunately, these populations have been and remain underrepresented among practitioners in the field and marginalized in the broader society.

Equity promotes justice, impartiality and fairness within institutions or systems’ procedures, processes and distribution of resources. Tackling equity issues requires understanding the root causes of outcome disparities within our society.

Inclusion is an outcome to ensure those who are diverse feel and/or are welcomed. Inclusion outcomes are met when you, your institution and your program are truly inviting to all. To the degree to which diverse individuals can participate fully in decision-making and development opportunities within an organization or group.

We recently spoke with Susan O’Sullivan, VP of Diversity, Equity and Inclusion for Ingram Micro, to learn how to practically apply the above concepts to your business.

DEI in action

One might assume you can’t kick off a DEI initiative without first having a DEI specialist on staff, but that’s not true. “I didn’t have an HR background or any special training when asked to take on this role,” reveals O’Sullivan. “I leveraged my decades of experience and tapped into the numerous online DEI resources available.”

Coming from a sales leadership background, O’Sullivan had a few things going for her. First, she had experience managing people. Second, she could already see the benefits of a diverse team. “I seek out people that look and think differently than me,” she says. “If you know your team’s strengths and weaknesses, why not find diverse people to fill the gaps and push you and others out of your comfort zones of traditional thinking?”

She goes on to say that DEI is about making sure everyone – from upper management to entry level – gets a seat at the table to bring their unique perspectives and ideas. “Business is getting harder,” she adds. “You need everyone working together to challenge the status quo and lead your company to new levels of success.”

O’Sullivan says that it’s also vital that your website speaks to your DEI initiatives. Additionally, she says, when diverse candidates are interviewed, they should be meeting with existing diverse employees. “Does your company look like a place someone with a diverse background wants to work?” she asks. “Sixty-seven percent of workers are looking for companies that highlight diversity, equity and inclusion. DEI has to be baked into your company culture to be effective.”

O’Sullivan’s last bit of advice is to act now. “It would be great if you could allocate someone full-time to DEI, but it isn’t necessary,” she says. “Anything you can do to advance diversity, equity and inclusion within your organization is a positive step forward.”

This guest blog is part of a Channel Futures sponsorship.

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