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Considering diversity in compliance and ethics programs

Samyra Porter (samyra.porter@porsche.us) is Assistant General Counsel, Compliance Matters, for Porsche Cars North America Inc. in Atlanta, Georgia, USA.

Diversity is a hot topic in today’s society as well as in the corporate context as companies strive to make their workplaces more diverse and inclusive. However, according to Forbes, “despite a genuine will on the part of most major organizations to implement productive diversity strategies, few, if any, have to date come up with something that really works.”[1]

How can the compliance and ethics function help companies address this challenge and be role models for how diversity can be incorporated throughout an organization?

Traditionally people think of racial or gender diversity, but the concept is much broader. In fact, BuiltIn describes 34(!) types of workplace diversity, including characteristics such as age, educational status, income, geographic location, and physical abilities, to name a few.[2] While it’s not practical to consider each of these types in every decision, it is worth reviewing the list to understand how different backgrounds can influence perspectives.

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