Culture Change can be Challenging, but it is Critical for Innovation.
Many companies and professional have inquired about diversity and inclusion’s role in developing culture. This has been a main focus of several engagements or at least a part of most client work, but we need to move beyond just “affinity groups” to more sophisticated thinking, creativity, action, and scope. Diversity and inclusion programs that lead to positive culture change are hugely valuable.
WHY is D&I a topic for executives beyond the Human Resources functions?
Diversity and Inclusion empowers, expands, and enlightens the entire company.
- Good leaders understand that highly functioning diverse groups create the best products and services for a diverse marketplace.
- Increasingly, people expect to interact professionally and personally with a variety of people from different backgrounds, experiences, perspectives, and lifestyles.
- Finally, diversity can exacerbate difficult situations if leadership and standards are unclear or outright harmful.
HOW can organizations enable employees to collaborate with each other, clients or customers, vendors, and communities?
Diversity & Inclusion must be defined, valued, fostered, and leveraged.
- Goals must be aligned with the business and corporate social responsibility strategies.
- Programs must be integrated into operations, measurable, and attainable.
- If stated principles ring hollow, everyone will know it. Authentic communications are critical.
- Outside facilitators, like CHLLC, can work with company leaders to develop the strategy.
WHO Can Really Make a Difference with D&I? Everyone!
Executives lead by example and everyone should be evaluated on their performance
- Programs can educate and inspire if they embrace the unique value of each individual
- People will internalize the explicit and implicit messages – decreasing the cost of commerce, while improving the financial and social results
- Customers/clients will see, hear, and feel the potency of multiple unique perspectives
CAN Community Partners Support Diversity’s Positive Influence? Yes!
In general, the government and non-profit sectors are ahead of CSR and family philanthropy.
- Communicate expectations of appropriate behavior to existing and new employees
- If appropriate, explain the culture changes (D&I is likely not alone) to clients
- Lead, sponsor, and participate in external civic organizations
- Enable affinity groups within the company to partner with nonprofits
- Establish minority, women-owned, and small business supplier programs
- Seek awards, ratings, and recognition for internal and external validation
There are so many options to consider, Corporate Hartz is glad to serve your business