HOW TO MAKE DIVERSITY & INCLUSION PROGRAMS WORK
Any change efforts within an organization requires METRICS to measure how the organization was before the intervention and to measure it again post-intervention. Otherwise, money and time spent without follow-up will not lead to any substantive change, and the change efforts will merely become showcasing; just a way to appeal to consumers.
When an organization which strives to provide equitable treatment to all of its talent desires to bring in Diversity and Inclusion Practitioners, there are four important steps to follow:
- Aligned Leadership – Is there 100% support by the C-Suite? (If not, stop here and replace whichever officers are not in alignment. This is preparation for readiness). How is leadership going to get involved?
- Establish Awareness – What is the issue here? How does that tie in to the brand? What makes this issue relevant to our consumers/stakeholders?
- Strategy for Implementation – RACI: Who is responsible? Who is accountable? Who is to be consulted? Who is to be informed?
- Metrics – What are we aiming for? What does success look like? How do we do when we have arrived at our target or future desired state?
Perhaps the most important part of a Diversity and Inclusion program is what is known as CBT: Cognitive Behavioral Therapy (coming in at Step 2: Awareness AND Step 3: Implementation). CBT is not teaching us things that we didn’t know, rather, it reminds us of what we need to do. It is less about imparting information and more about building new habits.
Change can be scary for some. By repeatedly facing whatever it is that they’re afraid of, employees gain confidence in themselves. It does not help anyone to be told, “Your fears don’t make sense.”
Indeed, cultures are created and shaped by reliance on repetition and a systematic approach. Consistent and progressive practice combined with accountability partners is what gets an organization to a higher cross-functional level of interaction and into a higher level of positive work climates.
Maintenance of any relationship, whether it be interpersonal or systemic, requires regular reminders of where we are and where we’d like to go.
A strong Diversity and Inclusion strategy incorporates elements from Psychology, Organization Development, Marketing, and Sociology. The only way to ensure Diversity & Inclusion efforts are going to create a systemic impact is to use a cross-disciplinary approach.
This is what Corporate Looking Glass, LLC (www.corporatelookingglass.com) excels in executing.
“The eye sees only what the mind is prepared to comprehend.” – Robert Davies
Rossina Gil, MSOD, MAIS, is a Global Leadership and Organization Development Practitioner. She is the founder of Corporate Looking Glass, LLC – a diverse consultancy of executive coaches. Please visit CorporateLookingGlass.com
Posted on April 23, 2018, in Uncategorized and tagged Corporate Governance, D&I, D&I Metrics, Google, Organization Development, Organizational Culture, Organizational Health, Organizational Transition, Starbucks. Bookmark the permalink. Leave a comment.