3 Steps to Achieving Better Diversity and Inclusion Outcomes


Is diversity and inclusion an under-performing area within your organisation? Diversity and Inclusion consultants initiatives can under-perform in your business, or at best, obtains mixed results.
Maybe you are considering starting your very first initiative and need a starting point. You can achieve better outcomes by trying these three best practice steps to help you achieve better diversity and inclusion outcomes:
1. Identify your business vision for diversity and inclusion.
Identify the scope of your organisations vision for Diversity and Inclusion consulting. This will entail analysing all the aspects of diversity as it encompasses a broad area. Try to define why it is important to your business.
Is there a need for more diverse talent? Is there a need to increase cultural competency to enable a more inclusive environment or to adjust to changing demographics? Are you seeking to build more diverse products and services to meet customer needs Your vision for diversity should be supported by diversity goals, objectives, initiatives and governance.
There are many areas to consider. Perhaps you are thinking of expanding your business internationally, and need to increase understanding of different cultural values to support global operations.
Maybe, your scope will include the need to position competitively, to support long term growth. Perhaps your aim is to attract and retain the best talent from a diverse candidate base.
Your vision for diversity will depend on many, if not all of these factors, and will be individual to your business. Once you have defined your vision for diversity, the next step is to develop a strategic plan.
2. Devise your strategic plan.
Your diversity plan will support your vision. If you have not designed a diversity plan before, this is where you need to start! If you do have a plan but it has not delivered the results you envisaged, or it has underperformed, it is time to review your plan.
It is important to understand, at this stage, that you plan should not be quota driven. This is not what diversity is about! Read our blog post entitled 'Diversity Is Not A Numbers Game', to learn why it is important to always consider quality over quantity.
Your diversity plan, or strategy, should include goals, linked to specific business objectives. In other words, your goals must comprise of specific interventions, that deliver organisational value.
3. Action your diversity strategy.
Put your plan to work! Establish a team to manage the process. Consider establishing a staff diversity network to help build knowledge around diversity. Embed diversity into your learning and development process and engage with diverse groups.
Put your diversity plan into action to generate better results. Ensure you have effective review process in place and an appropriate governance for the strategy has been agreed.
Complete responsibility to developing diversity and inclusion in your business, cannot be left to a single diversity role. This presents several issues for a business, not least, it demonstrates a lack of commitment and is ineffective.
Diversity and inclusion is about getting everyone on board, including the leadership. It is the only effective way of building diversity into your business and reaping the business and people benefits of diversity


For more information about Diversity and inclusion consulting firms visit on dimenzion3.com

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