Member spotlight: Fran Anelli, Old World Industries
What inspired OWI to expand your role to launch DEI efforts?
HR recognized the chance to enhance DEI awareness, inspired by our owners' initiative to start our ESG journey, acknowledging that DEI is fundamental to the "S" in ESG.
We believe that diversity is an output of an inclusive culture. Can you briefly describe your primary strategy for fostering inclusion in the workplace?
In year one we emphasized education, communication, and engagement. We conducted workshops for our Executive Leadership team and Directors that focused on behaviors that are important to foster inclusion. We used our social media platforms to highlight “the dailies” and expand exposure across all areas of the organization. We featured posts like "A Day in the Life of a Prattville, Alabama Line Worker” and employee spotlights. We translated our website to Spanish where we showcase and quote our employees.
How do you encourage and promote “diversity of thought” within your organization?
It's about fostering psychological safety, ensuring everyone feels valued and their ideas are welcomed; I believe it often takes 99 less-than-ideal ideas to find one great one.
What has been your biggest challenge in promoting an inclusive culture, and how did you overcome it?
Explaining what DEI is and isn't, with many companies fixated only on the demographic data or the "D". At OWI, we believe that inclusion is the most important element to create a culture where all people can thrive. Our focus is helping leaders understand what inclusion looks like and how to support it.
Can you share a success story where your initiatives had a tangible impact on the organization’s culture?
For the ESG reporting, we did an age analysis- discovering that 35% of our population is over 50- extending that further, if we go down to 40 and older, it jumps to 65%. We then held two webinars (with a certified expert) for each gender, but open to all, on thriving as we age.
Looking ahead, what key change or development do you hope to see or implement in 2024?
Through engaging more DEI ambassadors in 2024, we’ll strive to continue the momentum we discovered and spread in 2023.
What advice would you give to other leaders striving to cultivate a more inclusive and diverse culture?
DEI is a top-down mission that should align with the company’s vision, mission and values. The sole responsibility should not lie on your shoulders. You will need support from your executive team to drive organizational development. Engage in industry resources to accelerate your progress - OWI partnered with dott. to develop our strategy, we’re a member of the "Connecting dott.s Roundtable" and our DEI practitioners were certified through dott.'s partner's MESH/diversity DEI Builder Program.
What impact has dott.’s roundtable had on your DEI journey?
The roundtable is a safe space for C-suite, HR, DEI, Business Resource Group leaders to learn and grow together. I enjoy gaining exposure to others from across the industry who are just starting, at or beyond where we are. Collectively we share wisdom of successes and failures. The speakers are always enlightening – especially Leeno Karumanchery, PhD , a true behavioral sciences guru who is unafraid to speak the truth and inspires us to develop programs that are scalable, systemic, and sustainable.
Favorite Quote:
“When you change the way, you look at things, the things you look at change.” Dr. Wayne Dyer