Commercial Integrator March 2022 - 31

follow. To LeBlanc, that means considering
" whether or not they're using the right
language, whether they're setting the right
qualifications, whether they're using the
right platforms to get their job-opening messages
out there. " He continues, " [Integration
firms] might realize that they're not casting
a wide enough net, and they might find that
their messages aren't reaching a diverse
community. They may find that their messages
are unconsciously limiting the types of
candidates who apply due to life circumstances
and educational opportunities. "
It's equally important to consider whether
there's truly equity within your organization.
" You might think about whether or
not communication within a company is
going to resonate with all employees the
same way, " LeBlanc continues, " and how
that might impact employees. " It's essential
to consider whether inequities might be
inhibiting employees from having opportunities
to feel comfortable enough to truly
excel at their job.
The Ideal Workplace
" The ideal workplace would be one that's
very reciprocal, " LeBlanc opines. He refers
to leadership who feel employees are
doing a great job and delivering on the
company promises and, likewise, team
members who feel there's great support
from management. According to LeBlanc,
employees often think " in terms of career
'The goal would be for
integration companies
to really focus on
company culture.'
- Tom LeBlanc, NSCA
opportunities but also in terms of things like
work/life balance and flexibility. "
" The goal would be for integration companies
to really focus on company culture, "
LeBlanc explains. Business leaders need to
consider whether they've created a company
culture in which employees are proud
to deliver on the company's ideals and
feel connected to the brand - in which
employees feel as though they're part of it.
Describing this ideal, LeBlanc says, " They're
not an employee, per se; they're a part of a
team that delivers on a company promise. "
" We're really challenging integration
AVIXA offers an abundance of training for a wide range of AV
roles, including installers, live-events professionals, designers,
technology managers, IT network professionals and project
managers. To get additional information, visit www.avixa.org/
training-section.
One final point: With the recovery anticipated by AVIXA's
Industry Outlook and Trends Analysis (IOTA) market-sizing data
- 11% growth in U.S. pro AV revenue from 2021 to 2022 - we
can't look to school programs and career-pathing education
for the solution. These can boost our supply long term, but they
won't create enough workers to feed our 2022 expansion.
Companies will need to poach workers from outside our industry.
Large adjacent industries, such as construction and IT, are
the most likely sources, but creative ideas such a digital artist or
an office manager could be worth pursuing for certain roles.
CI: Gen-Zers feel strongly about working in industries and
for companies that embrace DEI as a personal ethos. Do
you think that the AV industry and its members have come
to grips with the idea that DEI policies will materially help
them attract new talent? How can AV pros advocate for DEI?
commercialintegrator.com
company leaders to take a step back, "
LeBlanc declares. " There are tons of talent
challenges right now. Lots of people are
leaving across every industry...they're quitting.
It's hard to find talent. " The answer,
he says, is not to panic; rather, the answer
lies in thinking about creating " an ideal
workplace. " According to LeBlanc, that
means fostering an environment " [that]
employees will want to be a part of. "
" Let's look at our organizations, "
LeBlanc exhorts. " Let's make sure we're
providing an environment where everybody
is comfortable, and nobody feels
marginalized. That everybody is able to
work hard, and earn an opportunity, and
drive their way up the ladder.... "
Thorne sums things up succintly. " [Every
integration firm] needs to have a purpose, "
he concludes. " And it must appeal to
the next generation of workers coming
through schools. If you haven't done that,
now's the time to take a step back as a
leadership team - as a company. Re-evaluate
your culture; re-evaluate your purpose
as a company. You have to put that in
alignment with what's being asked by the
next generation of workers. Because that's
essentially what's attracting them to your
company. " CI
Joé Lloyd, Senior Director of Communications, AVIXA, weighs in:
While I think we have made progress, there still is - and will
continue to be - much more progress to make.
At AVIXA, we have launched a curated list of digital content
to help AV experts on their way to more diversity, equity,
inclusion and belonging within the industry. There is much
more that we can do together. More than 1,500 individuals and
companies combined have signed the AV Industry Pledge for an
Equitable Future, so there is absolutely a spark to ignite within
our community.
Together, there is an opportunity to be open to change...
change that opens doors to the representation of lesser-heard
and lesser-seen voices all around. We have an obligation to
learn about both our conscious and unconscious biases, to remove
barriers to equity and to create lasting change that opens
the doors to future growth.
We have some amazing leaders already throughout the community,
and, with outlets such as the AVIXA Women's Council
and the AVIXA Diversity Council, there are plenty of ways to get
involved and share your story in safe safes built for empathy
and learning.
MARCH 2022 Commercial Integrator
31
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Commercial Integrator March 2022

Table of Contents for the Digital Edition of Commercial Integrator March 2022
