Diversity & Inclusion: Strategic Recommendations for Leaders

Operationalizing

• Define and refine D&I for your organization. Remember diversity of background, professions, work environments.

• Create a clear, articulated, and measurable D&I strategy that is enterprise-wide and consistent, tied to business goals.

• Invest company resources and demonstrate your commitment.

• Create measurement tools (scorecards, etc) that emphasize accountability.

• Tie to bottom line, including performance objectives and bonuses.

• Look at leadership teams and pipeline for senior management.

Embedding Into Culture

• Emphasize culture and mindset transformation (more than actions and behaviors).

• Communicate all D&I positioning and programs clearly and often to employees – internal to external.

• Develop leadership behaviors up to mid-manager level.

• Learn from and partner with clients, suppliers, others in your system.

Self Awareness and Improvement

• Gaining the key competencies for leading a diverse team, and being a successful contributing team member who can serve multilingual and multicultural customers.

• Acknowledging individual frames of reference, and understanding how different perspectives impact personal and business objectives of both clients and employees.

• Acquiring skills for working productively and respectfully with all team members and customers.

• Leveraging the talents, skills and experience of everyone to meet individual and organizational goals.