The Hydraulic Institute hosted a live conference entitled “Driving Water Transformation Through the Power of Diversity & Inclusion,” which was presented by representatives from Xylem. Claudia Toussaint, senior vice president, general counsel and chief sustainability officer, and Austin Alexander, vice president of sustainability and social impact, led the discussion.
Making a Case for Diversity & Inclusion
Toussaint began by remarking that, “A more inclusive society creates a more stable society.” She explained that hiring a more diverse and inclusive workforce drives the innovation required to provide products and services that are useful for a diverse customer base.
A research study showed that while well-managed homogenous teams were quicker in being able to work effectively as a team and provide value, eventually their ability to grow leveled off. However, well-managed teams where diversity and inclusion were prioritized had a slower startup period in working cohesively as a team, but over time they outperformed homogenous teams because of a higher ability to bring new ideas to the table and create innovative solutions. The statistics furthered this notion. Eighty-five percent of CEOs have said their businesses have been enhanced when they have a diversity and inclusion strategy.
The Core Sustainability Strategy at Xylem
Toussaint explained that Xylem has worked to create a sustainable organization by developing the talent of a diverse group of individuals in an inclusive environment. They have actively sought diversity in their suppliers as well. They ensure more holistic sustainability by also considering the communities they serve, especially those that are underrepresented and those impacted by the burdens of the water industry.
Xylem’s vision is to “create an organization in which all employees feel involved, respected, valued, connected and can bring their authentic selves to work.” The components of such an organization include workforce representation, an inclusive culture, thought leadership, supply chain diversity, and social equity, according to Toussaint. Some of Xylem’s concrete goals include achieving 50% gender parity in leadership roles, 25% minority representation in leadership roles, and 12% spent on diverse suppliers.
Creating an Inclusive Culture
Toussaint suggested that one of the keys to becoming more inclusive is to begin paying attention to both the visible and the invisible. Xylem pays attention to where they are recruiting talent from and the processes that they use in recruitment and promotion. For example, when they interview for any leadership in Xylem, they make sure they have a diverse slate of candidates, and they also attempt to interview with a broader spectrum of interviewees.
She also recognizes that recent grads are looking for ethically informed companies, and she advises management to be receptive to employee's suggestions for improvement. Xylem conducts monthly and quarterly conversations and check-ins so that everyone has a stake in driving diversity and inclusivity in the company culture.
Alexander’s Personal Journey & Advice
Austin Alexander began working at Xylem in inside sales. As she began to progress through the company, she found that the number of females in her teams began to dwindle. Based on her personal experience, Alexander shared three key pieces of advice.
- “Remember who we are serving.” She reminded the audience of the variety of customers in the water industry and reiterated the importance of connecting to communities, wastewater treatment plants and pump station startups.
- “It is up to us in our organizations and as an industry as a whole to create this culture of support (not only for women, but for people of all backgrounds) that allows people to fail, and to improve and grow.”
- “I very much benefited from many people that really supported me and gave me opportunities to grow, that gave me a chance to step into a role. It is on us to reach out the hand to the next generation of the company.”
Alexander stressed the significance of bringing one’s whole self, integrity, values and ultimately one’s best self to work, saying that this is ultimately good for business, too. “When you create a culture of feeling like you are supported and feeling like you can bring your authentic self to work, it opens up your ability to bring your full passion to work.”
Advice for Those in Positions of Power
Both speakers emphasized the significance of people in positions of power recognizing those without the same level of authority for their value and helping industry newcomers connect with other people in the industry. They also stressed that the mentoring that occurs across generations is important because it is important to tap into the wealth of experience that currently exists in the water sector.
Diversity in the Supply Chain
For Xylem, it has also been important to “elevate the dialogue” with their suppliers. In some cases, this has involved identifying suppliers who meet the legal definitions of diversity such as “women-owned” or “veteran-owned” businesses. It has also involved partnering with suppliers to deliver value to customers. Keeping a holistic view in mind, this could also mean working with suppliers on pledges of clean water solutions and forming partnerships for positive change in the community.
Advice for Those Beginning the Diversity Journey
Toussaint ended on a strong note saying, “Don’t be afraid to be bold. I am a huge believer that setting huge and ambitious goals will inspire action.”