In my experience, many companies seeking to improve diversity and inclusion (D&I) in their organizations consistently make the same mistake. They look at addressing the symptoms of discrimination, rather than the root causes.
Are Your Company’s D&I Efforts Shallow?
A lack of diversity in the workforce often has systemic and cultural causes — and is therefore not a quick fix. To change this, organizations should measure how effective they are at creating an inclusive culture where all employees feel they can contribute authentically. Start by asking whether your business strategy clearly articulates why D&I is vital to its execution. Unless D&I is seen as an enabler of the wider business strategy, and is embedded in everything the business does, it will remain an afterthought. Hold workers at all levels accountable for demonstrating decency and respect in their interactions, without exception. Offer training and development on core skills, including conflict resolution, problem solving, active listening, and empathy. And be sure that the company is using objective skill data to identify high-potentials, deploy talent, improve performance, and facilitate career progression.