Diversity: Moving from Concept to Commitment

Embedding the values of D&I in your organization means shifting your workplace culture and adopting policies, procedures and practices that make a difference. Also critical to your efforts is a strong communications strategy that helps:

• Build leader support. Visible leadership support is vital to lend weight and credibility to your D&I efforts. Hold training sessions and one-on-one discussions to educate your leadership team on the business case for change. Help leaders understand that developing a more diverse workforce is not just the right thing to do — it’s also a key success factor for a company operating today. A diverse employee base, reflecting the world in which we do business, brings greater perspective and a wider variety of ideas. Depending on the depth of your in-house D&I expertise, you may want to invest in training for your HR team and/or outside consultation for this critical first step.

• Engage employees. As you did with the leadership group, provide D&I education for employees, outlining the many benefits a diverse workforce brings to company and individual success. In addition, provide a variety of feedback channels (e.g., a hotline, surveys and focus groups) to pinpoint problem areas, identify target audiences, and prioritize tactics, key milestones and timing for your change efforts.

• Promote transparency. According to a Glassdoor survey, job seekers and employees want employers to increase their transparency around D&I. Employers who fall short of the mark will miss the boat on attracting top talent. Communicate findings from your employee research, define the challenges and opportunities ahead, and outline your organization’s overall vision for achieving a more inclusive culture.

• Outline the roadmap for change. Share your company’s D&I strategy with all employees to set expectations, silence the rumor mill and address concerns about what will be different (e.g., policies and procedures, recruitment, hiring and management practices) and how employees will be affected.

• Set leaders up for success. Provide training to all individuals who manage teams, so they understand what attitudes and actions are needed to support your D&I efforts.

• Share progress: Offer regular updates on milestones achieved, promote policy and practice changes, and reward and recognize those who are making a difference.

Becoming a truly inclusive organization takes time, patience, and sustained effort. A comprehensive D&I initiative, supported by ongoing strategic communications, will help your company stay focused and on course in achieving its D&I goals.