Attracting top talent should not just be about offering competitive salaries and benefits. It’s becoming more common that today’s workforce want more than a job - they want career opportunities with organizations that support and demonstrate diversity, equity, and inclusion. They're looking for companies with strong values, positive beliefs and the ability to sustain a culture of beneficial impact. As we celebrate Diversity Month, I want to address the importance of Diversity, Equity, Inclusion, Belonging and Accessibility (DEIBA) in the workplace.

No one person or department should own the weight of DEIBA responsibilities, because it is an imperative across the entire organization. This is one of the reasons that we at NLS choose to embrace a culture of diversity across every spectrum spanning areas like: Cultural, Racial, Religious, Generational, Neurodivergent, Sex & Gender and Disability lanes. This is crucial in creating a culture where everyone feels respected, included and can envision themselves achieving a meaningful career.

The source that jobseekers trust the most is not Google, or your company’s website – it's an employee of your company – and they WILL reach out to them to ask for the facts. A quick Google search will show you that upwards of 75% of jobs are found through networking, and the vast majority of professionals consider networking vital to their career success.

Employees can become your most beneficial advocates or horror storytellers, so you best believe that embracing diversity means acknowledging and valuing these differences.

Last month, our Director of Culture and Career Strategies, Jon Richards wrote a blog post discussing why he doesn’t appreciate “Employee Appreciation Day”. The main takeaway? Appreciate your employees EVERY day. The same concept rings true for celebrating diversity in the workplace. We know that our work doesn't end when April is over. At NLS, we continue to work every day to create a workplace that's inclusive for everyone, regardless of their race, gender, ethnicity, sexual orientation, and other facets of diversity. We understand that building an inclusive workplace will drive sustainable growth and innovation - something that we have no intention of slowing down on any time soon.

Industries today are constantly evolving and it’s crucial to attract and retain the best talent in order to stay competitive. With the Insurtech space specifically, diversity and inclusion are not only a moral imperative, but also a business imperative. A colleague of mine and I were chatting just earlier today when she jokingly said“adapt or die”. She might have been being a bit facetious but she isn’t wrong. At NLS, we believe that diversity isn't just a buzzword - it's a critical component of our success. We know that when we bring together people with different experiences, skills, and perspectives, we're able to make better decisions, innovate more effectively, and create a workplace that's welcoming and inclusive for everyone. It’s important that we actively seek out and hire a diverse pool of candidates and create an environment where everyone feels valued and included.

NLS is coming up on it’s five year anniversary this summer and in these last four plus years we have: established our Talent Strategies Department which focuses exclusively on employee satisfaction and retention. In support of the organization, our TS team continues to look for new opportunities to create impact through career growth opportunities, maintaining equitable salaries, and continuing to add unique benefits like our financial fitness program and other educational tools for our employees. We also have a dedicated Employee Resource Advocate whom new hires can rely on from the moment they on-board with us.

From a Recruiting and Human Resources perspective, we are working to continue adding and refreshing training about what’s inclusive, what’s appropriate for hiring teams to ask during interviews and how to more considerately approach underrepresented talent when making hiring decisions. Our team is working diligently to bridge the gap between the company’s recruitment delivery and the candidate’s expectations surrounding DEIBA. We’re updating our job criteria and descriptions and considering not only if a candidate is a good“culture fit” but if they are ultimately a valuable “culture add” as well.

Many senior women leaders are leaving their jobs because they’re not willing to settle for old standards. At NLS, our leadership team is packed with women! Just take a look at our leadership page! Perhaps a candidate is not hesitant to apply but once they reach the interview stage, if they are neurodivergent for example, eye contact may be difficult for them which concerns the hiring manager in regards to the role they are hiring for. Educating our people about these various types of diversity is the key to understanding and building a truly inclusive workplace. It requires a commitment from everyone in the organization, from the leadership team to individual employees. We must challenge our unconscious biases, listen to diverse perspectives, and continue taking action regularly to build positive workplace relationships, and create employee job satisfaction.

We believe that building a diverse and inclusive workplace is simply the right thing to do. At Next Level Solutions, you can be a part of a team that is dedicated to creating a better future for all. We recognize that there is always more work to be done, but we are committed to creating a workplace that reflects the diversity of our employees, customers and the communities we serve. As we continue to recognize and celebrate Diversity, let’s continue to be mindful about working towards creating a more inclusive experience, industry and a better future for all.

If you want to take your personal journey with DEIBA to the #NextLevel, I’ve added some resources I found to be impactful as well as some employment policies and other government, legislative acts which address diversity in the workplace:

Equal pay act

Pregnancy Discrimination Act

Civil Rights Act

Additional things to take away from this blog post:

·      Reflect on your own unconscious biases and how you can actively work towards creating a more inclusive workplace.

·      What are you working towards in regards to advancing diversity and inclusion efforts?

·      What are you doing specifically?


Liz Cotreau is the Director of Recruitment Marketing at NLS. Personality assessments will reveal she is natural “promoter”, an impassioned extrovert, and someone who takes personality assessments maybe a little bit too seriously. Liz is skilled in Full-Cycle Recruiting, Building Interpersonal Relationships, Strategic Planning, pointing everything back to a “Friends” episode and has a special knack for pin-pointing doppelgängers. Could she BE any more talented?

If you liked this article you should also check out:

·      The Spring Season Sees 58 Employees Soar into Promotions

·      Why I Don’t Appreciate Employee Appreciation Day

Looking for a new workplace where you truly belong, and are valued each and every day of the year? Head on over to our careers page where you can browse and apply to any one of our rewarding open opportunities! We can’t wait to meet you.

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