Focus on Diversity

President Statement

One of the main objective  for all companies should be to create an inclusive work environment. Whereby an individuals contribution to the organization is evaluated by a non-biased set of fundamental principles that ensure all associates are given the opportunity to succeed.

The B & A Advantage

Throughout his twenty five year career, Mr. Beckwith has been one of a very few minority executives to serve in the retail loss prevention profession. He has a proven track record of successfully developing and promoting minorities to executive level positions. He has established a vast network of diverse professionals who view him as a mentor and, as an individual of vast credibility.Allow us to leverage this powerful resource in support of your staffing needs.

Ten Common Mistakes in Leveraging Diversity
Editor's Note: The following is adapted from comments of Malcolm Beckwith
  1. Who's in charge?  The CEO fails to articulate a clear vision linked to the corporate mission.
  2. Who, me? There is limited accountability for including diversity in all business plans and requiring key managers to deliver results.
  3. Compliance vs. value. The culture of diversity becomes compliant driven with a  focus on affirmation action instead of value driven and focused on business initiatives.
  4. It's all about training. Diversity is reduced to a single issue with one response when in reality it's a complex issue requiring multifaceted solutions.
  5. Who's in the mirror? Individuals hire people who look and talk like them because doing otherwise is uncomfortable
  6. One size fits all. Prejudice and stereotypes exist that assume that "different" means inferior and that leadership comes in one color.
  7. Cop out. Management fails to confront people and behaviors that sabotage diversity efforts.
  8. Bottom line implications. The company does not understand or educate associates on the correlation between diversity and the profitability of the organization.
  9. No motivators. The organization has no champions in senior leadership positions who advocate for and model diversity.
  10. Glass coffins. Diversity programs exist, but do not have impact because they are assigned to individuals who are powerless to create meaningful change.