RFP Corner: Answering the “diversity question” if you’re a white male
Reader Question: I’m a white male who owns a company. We want to respond to RFPs for new business but I’m worried we’re starting from behind because I can’t check off the diversity boxes. What can I do?
Preparation is the only thing over which you have total control, a wise man named Ron Shapiro once told me. You can anticipate some of the diversity (DEI) questions you’ll see on an RFP (perhaps dust off ones you’ve seen in the past) and prepare answers in advance that will demonstrate your sensitivity to these issues.
The first question coming out of the gate: Is your company certified as any of the following: women-owned entity, minority-owned entity, both or neither?
If it’s not, that’s OK. Just don’t come across as defensive. But if this is going to be seen as a weakness, look for ways to provide examples of how you embrace diversity.
If there’s a Comments section, you can prepare a “No, but” answer
To be fair, you can also think about a “Yes, and” answer if you can check the diversity box. Look into:
The percentage of your corporate customers or partners that are with businesses owned/managed by individuals from historically under-represented groups, including but not limited to African Americans, Asian Americans/Pacific Islanders, Chicanos/Latinos, Native Americans, and/or LGBTQIA+.
The percentage of your third-party vendors or suppliers that fit that description (and whether you have corporate policies that track that).
How your recruitment, hiring, and promotion practices align with your DEI commitment.
DEI-related professional development programs and/or employee resource groups that you offer to your team.
Whether your physical space aligns with your DEI commitment (e.g., accessibility and gender-inclusive restrooms beyond Americans with Disabilities Act requirements)?
Outside organizations you support with money and volunteer opportunities.
If you don’t have a corporate DEI statement or goals, develop some and place it in a visible place on your website. Include a link to it on your RFP response. If you want to provide aggregated data for your workforce or leadership team, that may also be appropriate. And if you have a designated DEI officer, say that and outline initiatives he/she has introduced.
All of these may apply to other DEI questions you could be asked in an RFP or if you’re submitting information for local-business Top 25 rankings or awards from chambers of commerce or other organizations.
Other ways you can demonstrate a commitment to diversity include specific examples of how you and your team have developed your diversity skills. Besides diversity training, the ability to speak additional languages (including American Sign Language) or similar relevant skills can show you understand and appreciate diversity.
Be genuine when talking about your commitment to diversity. Think about your direct experiences with people of different cultures prior to a face-to-face interview, where you should avoid saying you “don’t see color.” Instead, explain the value of honoring diverse cultures and learning from others. The key is sincerity and a lack of defensiveness.
What other questions might you be asked?
Here are some additional questions that could be answered or addressed in advance of receiving an RFP, giving you an opportunity to create a new program, a blog post or internal communication, or message to customers or partners:
What percentage of senior leadership is women or minorities?
What percentage of your promotions over a given period have been women or minorities?
Does your company have a stated Diversity and Inclusion goal/mandate and/or targets? If yes, do you have targets for what you would like to see over the next 5-10 years?
Is your leadership compensation tied to fulfillment of your Diversity and Inclusion goals (assuming you have Diversity and Inclusion goals)?
Do you have a formal mentorship program for minorities and/or women?
Do you work with organizations that promote the attraction and retention of women and minorities?
Please provide details on the firm’s efforts to promote, attract and retain women and minorities.
Have there been any claims of sexual or general harassment, misconduct, or discrimination third-party current or former firm employees (while employed by the firm) within the last five years? Please provide details, if so.
Please provide the firm’s definition of the following terms used to provide the responses above: (1) Minorities and (2) Diversity & Inclusion
What procedures or controls have been modified or added as a result of the COVID-19 pandemic? Please briefly describe or provide the amended procedures.
What percentage of your employees are working remotely?
Do you have a mentor program or volunteer program?
Success today requires the ability to demonstrate you can work effectively with people who are different from yourself. The ability to do that if you’re a white, male-owned business could be the difference between winning the RFP and being eliminated early. And if you say you do something, make sure you do it and can provide examples.
You can also download my detailed “Win the RFP Before You Hit Submit” guide without having to provide your email address.
What RFP questions do you struggle to answer? What questions have you received that aren’t addressed in this post? Comment below and we’ll see what we can do to help.
