Diversity & Inclusion: Strategic Recommendations for Leaders
Updated: Oct 24, 2018
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.