DimenZion3

Diversity” isn’t a politically-correct buzzword that’s thrown around. There are concrete, real  advantages of diversity   in the workplace . Many companies know that they should try to hire diverse employees, but the benefits of a diverse workforce might not be obvious at first blush. A key to keep in mind when working toward a diverse workplace is that Diversity and Inclusion consulting is not a bingo card with squares you can check off. Diversity doesn’t just mean racial diversity either – it can include national diversity (employees with green cards), women (especially in male-dominated fields), LGBTQIA employees, religious diversity, disabled employees, and even just employees with varied and diverse work experiences. In short, diversity comes in all shapes and sizes. Put away any idea of meeting ‘quotas’ and focus instead on keeping an open mind. 1. Diversity fosters innovation. Birds of a feather flock together – aka if you put five people in the same room th...

1. Don’t make the training compulsory but offer it to everyone If training is not approached with an open mind, it will not succeed. It’s been reported that hostility towards other groups can increase following the anger felt by some to mandatory training. Conversely, when training is voluntary it can lead to better results as attendees believe they are showing support for diversity and inclusion by turning up. Accept that Diversity and Inclusion consulting is a topic which will bring challenges along with its opportunities. 2. Buy-in from senior management and executives is important and should be visible If those leading the organisation are seen to attend the training and be keen to prioritise the goal of Diversity and Inclusion consultants , it will send out a message that will encourage others to get on-board. 3. Offer training proactively and ask for help, don’t make threats Holding up the legal case for diversity and inclusion and highlighting what happens to those ...

So, you’ve been asked to lead or participate on a Diversity and Inclusion consulting team, committee or council. Here are 10 tips and strategies to use to ensure a high impact experience and results. 1| Treat diversity and inclusion as a strategic issue. Approach Diversity and Inclusion consultants (D&I) as you would any other strategic issue or challenge. The team must use the same tools and approaches to analyze options, create strategy, develop solutions, gain competitive advantage and measure results. Before the end of an inclusion-themed meeting or discussion, ask each participant to reflect and respond to the question “how will this work improve internal or external outcomes?" Remember, feeling better and more included can result in better attitudes, improved workplace relations, and more willingness to stay with the organization through tough times. 2| Establish the mindset that "Inclusion is a Journey." Clearly define the destination by establi...

In most organizations, diversity and inclusion is best approached with a top-down, bottom-up strategy. While it’s imperative that D&I efforts are supported by the CEO and actively engages leaders, one cannot discount the impact of employee involvement. Engaging employees at all levels is the most effective way to reach critical mass and communicate the import of Diversity and Inclusion consulting . Often employees are eager to join in the process but lack the know-how and confidence to take action. It is important to let employees know that there are many ways to contribute and support D&I efforts and does not necessarily require expertise in the field. This article offers some concrete tips that are designed to engage employees at all levels within the organization. Remember it is important to commit to the process, value the thoughts and ideas of everyone, and celebrate along the way. How Employees Can Support Diversity and Inclusion 1.     ...