Variety and inclusion within the office: three steps your group ought to take immediately
It is a crucial moment for companies to review the policies and commitments needed to address diversity and inclusion in the workplace.
Since social issues are more in focus than ever, companies have to reflect on their culture – and reset if necessary. Starting with the C-Suite and in every team across the company, it is now time for companies to think, have an honest dialogue about how they can improve, and join forces to take action. It is right and right for your employees, customers and performance.
Recently, one of the CEOs we can work with was interviewed by CNBC about racial injustice. He was asked what managers can do and asked his colleagues and management teams across industries to ask three questions:
- What do you stand for
- What have you done to promote diversity and inclusion?
- Can you measure these actions against metrics?
Where is your organization in these critical questions?
3 things your organization can do today to promote diversity and inclusion (D&I)
1. Take a stand and be clear about D&I:
It is human nature to want to know where we stand together. Most employees, not to mention customers and other components, believe they deserve to know where your organization and leadership are on important issues. They want to know that what they value matches what their company values.
Do you know what you stand for Do your people? Do your customers have? If you say yes, that's fantastic. You are one step ahead. If you are not there yet, now is the time to define your posture. Start shaping, re-tying and / or resetting the culture you want and need to get the best thinking, the best engagement, the best innovation and the best performance.
Each leadership team, with the support of your D&I team (if any or the team leading diversity initiatives), should have a strategic framework that formulates your vision and plan for D&I. It should show how it supports your company's mission, vision, values and strategy. Make diversity and inclusion a real part of your employee and business strategy because you believe in it. not just a hollow phrase that ticks the box, what is expected. Finally, research suggests better results if the workplace promotes and accepts diversity, inclusion, and belonging, which ultimately promotes performance.
2. Take measures to promote D&I:
Over the past few weeks we have seen many social media posts and CEO letters where D&I is important and we can do better. The words are an important beginning, but although they are heartfelt and sincere, the proof is in the actions.
So what now? Think about what measures you have taken to promote a culture where everyone can work the way they are and do their best work. Stand up for what you need to do to improve your posture.
If you don't have a plan yet, use one. Stand up for concrete and measurable goals with concrete milestones that show progress in the short term and over time. While HR and D&I teams do so much, this is far too important for a function. The creation of a diverse and integrative culture must take place across the company.
Here are 4 simple ways you can take meaningful action:
- Involve important stakeholders in your company so that they are actively involved.
- Engage people to shape your culture and attitudes to important issues that impact your workforce and the communities in which your teams and customers live and work.
- Build a support coalition to prepare for success.
- Prepare your managers at all levels to have better conversations with their teams – especially the unpleasant ones.
Let's learn from the companies that are already helping leaders manage change, empathize, give feedback, encourage team dialogue on social issues, and encourage respectful and constructive debate and disagreement between their teams.
Commit to effective communication, as this will help you to understand the expected critical attitudes and behaviors. How to get engagement. And this is how you get people to act – how you achieve your cultural and business goals. Effective communication is not about self-promotion. It's about creating a common understanding of where your business is, so that people (and others) are with you and can help you achieve your results.
In many ways, the tone for the culture reset starts at the top with the leaders. Help each leader talk comfortably about your company's attitude and how diversity and inclusion are alive in your company. Make it a message that belongs more than the CEO, CHRO or Chief Diversity & Inclusion Officers and that is relevant and feasible for everyone in the company.
Leadership has to model it, but everyone in the company has to own it because the culture reflects what everyone in the company does and says every day. It is everyone's job to make diversity and inclusion everyday. To do this, incorporate systematic listening, ongoing communication, and regular reinforcement of expected mindsets and behaviors. Have regular conversations about what's possible, where things are now, and what's next. Share real stories that connect people with progress and how they relate to your company's mission, vision, values, and strategy. Paint a picture of what your results are and how people can achieve them. Celebrate everyday heroes. Call people to action. Make diversity and inclusion efforts real, feasible and integrated into everyday business – as is the case with other strategies and operational priorities.
3. Measure your progress:
Whatever is measured is done. How do you track metrics to get an honest assessment of progress or gaps in diversity and inclusion? And do you share your progress (or lack thereof) both externally and internally? Think about how you hold yourself accountable and measure openly and transparently.
Are you ready to get involved in a culture reset?
Company executives are committed to change. Your employees and customers watch what happens next. Here inspiration quickly turns to measures and results.
As a manager, you are in a unique position to bring about lasting change. You're not alone. We are here to help. So many in your organization will help if they only get the platform and encouragement.
But it is up to you to take the first steps. Then imagine what a difference you will make to your company, your employees and the world around us.
How will you take up these ideas and promote diversity and inclusion in your workplace?
– –David Grossman
Click below to get the comprehensive guide, and follow the 4 main steps to make sure you have a well thought-out plan for introducing your new corporate culture (with 2 tools and a leaflet).
