How two corporate leaders cultivate diversity, equity and inclusion

Ask Carla Walker-Miller and Monique Wells about diversity, equity, and inclusion (DEI) and you’ll hear a discussion that reflects great progress and much work left to do. That’s not surprising given that two women are experts on the challenging, and necessary effort of transforming a DEI commitment from strategy into action.

Monique is Director of Diversity, Equity, and Inclusion at DTE, a Detroit-based energy company serving millions of people in Michigan. Carla is CEO of Walker-Miller Energy Services, one of the largest African American and women owned energy efficiency companies in the nation. Walker-Miller Energy Services is also based in Detroit and is a DTE certified diverse supplier. After years of experience leading thriving teams, Monique believes that embracing diversity – in all aspects of life – elevates interpersonal skills, builds deeper relationships, and helps companies solve complex challenges.

“Connecting with people from different spaces and places and navigating those conversations requires innovation, empathy, and creative thinking,” she said. “Seeking out those conversations, requires us to practice those skills. Along the way, we learn, grow, and develop a greater capacity to relate to others.”

Carla’s philosophy on diversity begins with the job of every business -- to serve its customers. To successfully expand, businesses must learn to serve a wider, more diverse customer base using an approach informed by diverse people.

“Businesses grow by learning,” she said. “To grow effectively, businesses must invite diverse people to the table to learn from their perspective and then apply that to serving customers.”

At both companies, the DEI commitment is based on listening to what employees think, need, and feel.

For Carla, listening is rooted in who she is, and it’s a large part how Walker-Miller helps its employees feel welcome. The company embraces inclusive stewardship – intentionally seeking out people who think and look differently.

“If you really do believe in diversity, and you believe that the more diverse people we include the better off we are, then you’re recruiting talent, you’re recruiting excellence, and you’re also acquiring the challenge of creating a safe space for the people you bring in,” she said.

At Walker-Miller that space is created, in part by their “high-touch” Human Resources team. There’s no negative stigma associated with ‘going to HR.’ Instead, Human Resources focuses on engaging, directing, and guiding employees to get the help they need. The company uses a system that lets employees communicate concerns anonymously. Unusually, they also employ a full-time licensed therapist. Called the “corporate care manager,” the therapist is focused on helping employees who are struggling. She has no obligation to discuss her work with company leaders -- unless someone’s life is being threatened. It’s an admittedly higher cost service that creates immense good will.

“The cost of losing good people is too high,” Carla said. “If we can help people live better lives and have a better work/life balance, then we’ve accomplished something and it’s worth what we spend.”

At DTE listening is an important component of the company’s emerging speak up culture that welcomes diverse voices. Monique, and her team, make employees feel safe and courageous enough to communicate authentically so they bring their best energy to work every day.

“Our focus on listening began with basic questions, like ‘are you sharing ideas at meetings? Are you comfortable speaking with your leader?’ That approach led to an opening up of two-way communication and feedback loops with employees,” she said.

Soon after, DTE launched Safe Spaces, a voluntary meeting for employees to express themselves, listen to other’s experiences and share resources and support on important topics, tragedies, and events. An initial meeting concentrated on the impact of the school shooting in Texas and the massacre in Buffalo. The second was about the reversal of Roe. v. Wade. ? ?

“These open forums encourage respectful and meaningful dialog as our people share experiences and feelings,” Monique said. “This leads to greater mutual understanding and helps everyone feel more welcome.”

Today, DTE is equipping its leaders with discussion materials about what a speak-up culture is and how to create safe spaces for people to listen to each other and share their thoughts, opinions, and ideas.

Monique continues to spearhead efforts to integrate DEI into the company’s core values and operations. This is particularly true for the company’s commitment to safety since DEI is the foundation of ensuring DTE customers, communities and employees feel psychologically, socially, and emotionally safe.

Carla agreed noting that aligning DEI with corporate culture is a continuing journey.

“It’s the behaviors that count the most,” she said. “It’s how you operate every single day, what decisions your team makes in difficult situations. We always need to consider those core values as we’re making decisions and have our obligation to serve and to include people at the front of our minds.”

Outside of their corporate culture, the companies’ dedication to DEI supports their shared commitment to community involvement.

Walker-Miller is working to change lives through energy. Carla has long been motivated to ensure the clean energy industry reflects diversity. Since 2018, Walker-Miller has upheld a commitment to recruit and train employees living in the city of Detroit.

The two companies recently partnered to launch an energy efficiency academy that will build a talent pipeline for the booming energy economy. This is just one of several DTE workforce development programs to hire people from underrepresented communities who have barriers to employment.

In addition, DTE is a national leader in supplier diversity, using outreach and mentoring to provide local and diverse suppliers with new opportunities at the company or at one of its suppliers. Both women noted that an open and welcoming corporate culture enables their companies to be more sensitive to the needs and concerns within the broader community. “The more transparent and open we are, the better we’re able to be sensitive to our customers and provide great service,” Monique said. “The benefits of an open, welcoming culture are cumulative and regenerative, and we’ve only scratched the surface. We’ll continue this focus with our employees and our suppliers long into the future.”