Defining diversity and inclusivity for your company.
Effective diversity programs are tied to a company’s business strategy, are aligned with company values and have achievable goals 3. It will take some planning and teamwork to analyze the current situation, set a vision for the company’s D&I program, and then break it down into actionable steps.
Establish benchmarks on how to measure your efforts.
Sometimes the best way to move forward is to look within. As in your company and to your employees. To gain valuable insights ask your staff if they would voluntarily share their demographic information so that you can compare data on your current employee population to benchmarks that you believe you should meet.
Enlist a D&I leader
This is a crucial step as it is fundamental to the success of your program. This leader will not only lead and inspire but lay the foundation for an inclusive future. Make sure you find someone who aligns with your vision too. And most importantly, choose someone who has already made great strides within your own organization or at other organizations.
Communicate your efforts to the whole company
Before you go and implement changes within your company, it’s best to get buy-in from all your stakeholders. So, start at the top, with your company leaders. Not only should they be champions for change, but they should also live and breathe the company’s inclusive and diverse values. When this flows from the top down, it’s a great way to show it working on all levels.
Expand the hiring pool
To make sure you are being true to your diversity and inclusivity program you need to hire accordingly. Fortunately there are numerous ways to attract diverse talent, you can post in diversity-oriented job groups, partner with diversity organizations and connect with diversity-oriented groups at universities. Hiring people from diverse backgrounds lets you expand your search and offers so much more potential.