While the technology sector still has a considerable distance to cover in terms of diversity, equity, and inclusion (DE&I), it is setting a noteworthy standard for other industries. Working in a company like Highspot that utilizes artificial intelligence (AI) and data-driven analytics for strategy and execution support, Jyl believes that the same framework is crucial for advancing DE&I as a business imperative. Meet Jyl Feliciano, the Global Vice President of Diversity, Equity, Inclusion, and Belonging at Highspot, who is committed to fostering diverse, equitable, and inclusive workplaces that drive business success. With over 18 years of dedicated experience in shaping high-performing cultures and driving Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives across Fortune 500 companies, Jyl’s expertise aligns perfectly with the demands of this pivotal leadership position.
In just one year since Jyl joined Highspot, the company has achieved significant milestones in diversity, equity, and inclusion (DEI). The representation of BIPOC employees increased by 2.8%, with a remarkable 9% rise in BIPOC individuals assuming leadership roles. Highspot launched seven Employee Communities, fostering advocacy and bridging connections between employees and executives to challenge conventional workplace thinking. Notably, there was a nearly 100% increase in the budget for DEI&B internal learning, tripling the budget for Employee Resource Groups. Highspot’s commitment to inclusion has been recognized with awards such as Forbes’s America’s Best Startup Employers and PEOPLE’s 100 Companies that Care. Through collaborative efforts with recruiting, Highspot achieved a 50% BIPOC talent pipeline and increased new hire BIPOC representation from 29% to an impressive 44% in Q2. Additionally, the company sustained and increased female representation to 47%, surpassing the tech industry average. These achievements underscore Highspot’s dedication to DEI, reflecting the positive impact of Jyl’s leadership in creating a diverse, inclusive, and transformative workplace culture.
Below are the highlights of the interview between PerceptivX and Jyl:
PerceptivX (P): Please share about yourself in brief. Also, describe your understanding of DEIB.
Jyl Feliciano (J): “I possess a deep understanding of frameworks, methodologies, core metrics, and key performance indicators (KPIs), as well as the underlying psychology involved. However, I emphasize that the success of DE&I efforts hinges on the organizational environment and the leadership’s active commitment to embedding this work into the company’s DNA. Having worked across various sectors, I hold the view that the technology industry, despite being labeled as homogeneous, is actually at the forefront of driving enterprise-level DE&I trends. She notes that some corporate Fortune 500 organizations, while mission-driven, are often late adopters of new DEI strategies and are less inclined to take calculated risks, which can slow down progress in DE&I initiatives such as embedding diverse candidate slate efforts, providing funding, compensating and supporting employee resource groups, and integrating inclusion competencies into job responsibilities. The slower pace of change in such settings contrasts with the innovation and diversity found within the tech industry. The tech’s influence and the adoption of new approaches are significant drivers of DE&I trends, but we recognize that all industries have much more progress to make in this space.”
(P): Could you tell us a bit about your brand? What services do you offer? What is your mission, vision, and strength?
(J): “”Highspot, founded in 2012 with multiple global locations, is a pioneer in transforming sales productivity. Committed to creating equitable workspaces, Highspot focuses on fostering a culture of belonging and empowerment. They have developed the industry’s first enablement methodology, offering a unified platform with AI-driven connections to CRM systems. Highspot’s comprehensive services, education, and robust community ensure the highest usage and adoption rates in the sales tech category. By addressing the challenges of patchwork enablement systems, Highspot aims to break the cycle of cognitive overload and ineffective initiatives, providing a transformative platform for improved sales productivity and measurable business impact. Notable strengths include a seasoned leadership team, a visionary approach, an award-winning culture, patented AI technology, and a thriving global customer base. Over the past 12 months, Highspot has connected over 15 million sellers, buyers, and partners through their platform.”
(P): How would you describe the work culture at Highspot?
(J): “The culture at our company plays a pivotal role in fostering my effectiveness as a leader. Guided by principles that encourage open and genuine conversations, our C-suite sets a precedent for discussing both straightforward and challenging topics. This establishes a sense of psychological safety, fostering unparalleled innovation within the workplace. Tackling not only the surface issues but delving into the root causes enhances the employee experience, creating a powerful dynamic. Our company’s ethos revolves around action, enabling employees at all career levels to actively contribute by leveraging their talents and abilities. The absence of hierarchical ego promotes a culture where every role, regardless of size, is willingly embraced for the collective benefit of our customers. Embracing the philosophy of inventing the future, our company provides me with a unique space to experiment with new trends in people and engagement within our culture strategy. This freedom allows me to explore unconventional approaches that other employers might not consider, serving as a testing ground for innovative theories. Our goal is not only to benefit our organization but also to pave the way for other companies seeking to evolve their people and culture strategy, particularly in the realm of diversity, equity, and inclusion in the workplace. My thought leadership in DEI program development and change management has been cited in Forbes, Entrepreneur, and Employee Benefit News for my unique approach to integrating DEIB into business operations, and I earned a spot on the “2023 10 Influential Women in Diversity & Inclusion” list by Chief Navigators’ Magazine.”
P: How, in your view, can the strategic use of artificial intelligence (AI) contribute to advancing diversity, equity, and inclusion?
J: “Today, there are various tools available, including platforms designed to collect and analyze employee feedback, as well as predictive analytics systems that enable proactive awareness of hiring trends, and these technological advancements have brought about a transformative change in the DEIB space, granting me and my team the ability to gain valuable insights into the actual data pertaining to companies’ progress towards achieving DEIB. Equipped with well-rounded DEI analytics, I have applied a quantitative approach to determine the fundamental reasons behind processes that frequently create obstacles for certain groups, as well as pinpointing specific departments that could benefit from further coaching and assistance. The practice of data transparency proves to be a potent instrument for fostering constructive conversations about implementing actionable measures to bring about positive change. Due to her successful implementation of DEI analytics to drive progress in this field, I recently took on the role of a board advisor for Included. Included is an artificial intelligence-driven analytics solution that seamlessly integrates DEI metrics into its real-time people data, allowing for a comprehensive understanding of cause and effect. Additionally, it offers equity gap detection, extending beyond just pay equity and enabling proactive audits across various aspects such as performance calibration, hiring, and promotions to anticipate and address emerging issues. As a board advisor, I aim to continue leveraging my expertise to influence and tackle inequities commonly associated with artificial intelligence (AI). The goal is to contribute to the development of a more equitable and inclusive environment within the organization and beyond, ensuring that future efforts within corporate settings are truly equity-centered and focused to create positive outcomes for employees from all walks of life.”
P: In your opinion, is DEI in the workplace under attack? How do you perceive the current challenges in DEI efforts, especially considering setbacks like budget reductions and the elimination of DEI team members in various companies?
J: “In the current landscape, where DEI efforts across numerous US companies face challenges such as budget reductions and the elimination of DEI team members, I advocate that DEI is not just a passing trend but an absolute necessity for businesses. While acknowledging a temporary slowdown in the intensity of the DEI movement, I firmly believe it is far from over.
My perspective aligns with a comprehensive analysis of demographics and workplace needs spanning four generations. A consistent theme emerges across these generations, emphasizing the paramount importance of belonging, fair treatment, and equal growth opportunities in the workplace. This sentiment is particularly relevant as the leadership landscape undergoes a transformation with Gen Z and millennials assuming key positions. For these generations, being part of a company with a mission rooted in making a meaningful impact is not just a preference; it’s a core value that significantly influences career decisions. There is a shift from a time when prospective employees solely considered base salaries when making career moves. With the rise of Gen Z and millennials, the emphasis has shifted towards aligning personal values with a company’s mission. For these emerging leaders, a paycheck alone is no longer sufficient for employee retention. Instead, the emphasis is on cultivating a sense of belonging; without it, engagement and productivity suffer.
Despite the temporary slowdown in the DEI journey, the companies must continue to invest in DEI. Not only does it contribute to a positive workplace culture, but it also leads to increased profitability. Companies committed to the DEI journey, even during slower periods, can anticipate double the rate of profitability compared to their peers. Moreover, this commitment allows these companies to retain intellectual capital, fostering innovation and enabling them to bring diverse and competitive product offerings to the market. In essence, DEI is not just a temporary initiative; it’s a lasting and integral aspect of the modern workplace that is essential for organizational success and growth.”
P: In your opinion, what are the essential skills of a CEO as we look towards 2024?
J: “In the modern business landscape, CEOs require a versatile skill set to navigate evolving markets successfully. This includes adaptability, agility, digital literacy, strategic vision, emotional intelligence, a global mindset, innovation leadership, resilience, collaboration, ESG awareness, and effective communication. Additionally, understanding and navigating an intergenerational workforce, along with cultivating empathy, are critical for fostering an inclusive workplace. By amalgamating these skills, CEOs can lead with agility, innovation, and resilience in today’s dynamic business environment while creating inclusive cultures that resonate with the diverse experiences of their team.”
P: How do you envision incorporating long-term succession planning within DEI roles to safeguard and advance the discipline in corporate spaces? Considering the importance of pipelining and cultivating future DEI leaders, can you share specific strategies or experiences where you have encouraged the identification and grooming of successors to sustain progress and diversity within the DEI field?
J: “To protect the discipline of DEI in corporate spaces, long-term succession planning within DEI roles is crucial. Given that DEI is a relatively new discipline, it is important to encourage practitioners to identify and groom successors who can carry forward the work and skills needed for the future. Pipelining and cultivating future DEI leaders should be a priority, ensuring that a diverse talent pool is developed to sustain the progress made.
In my personal experience, I have seen the passion for DEI extend to the next generation. My daughter, Jordyn, has shown a keen interest in equity and inclusion, sparked by her exposure to my efforts in the field. She is now on a path to becoming a future Chief Diversity Officer. As the CEO and Founder of JoreMore Slime Shop, she has developed a unique aromatherapy-infused slime product to aid wellness in children and adults. Inspired by her classmates’ challenges with anxiety, depression, and ADHD, Jordyn recognized the importance of providing equitable resources to support their well-being and engagement in the classroom.
By fostering an environment that encourages the development of future DEI leaders and supporting their initiatives, we can ensure the longevity and impact of DEI in corporate spaces. It is through these efforts that we can continue to advance equity, inclusion, and access to resources for all individuals, creating a more inclusive and thriving society.”
