Diversity & Inclusion Survey
We know that diversity is good for business. Companies that invest in diversity report seeing a number of advantages, such as an increased ability to attract talent, greater innovation, and improved financial performance.
A diversity and Inclusion program that stands out!
It is our experience, that there are four key elements that need to be in place in an organization for the D&I programs to realize their goals.
Understanding the facts of today
Initiating a continuous process for understanding the facts of what’s happening inside the organisation today. Examples include:
- Gathering and analysing data to remove bias and increase opportunity, including demographic data, performance and compensation data, and feedback from customers
- Sharing information on the diversity of the company with employee
Building an inspirational strategy
Creating a business-focused vision and strategy for D&I that reflects the reality of today and the real potential of tomorrow. Examples include:
- Identifying D&I as a priority for driving business results
- Publicly communicating progress toward meeting goals
Developing leadership engagement
Engaging leadership around an inspirational D&I strategy by articulating the business case and establishing supportive governance, policies, and procedures. Examples include:
- Leaders communicating regularly about D&I as part of broader discussions about business priorities and results
- Holding leaders accountable for D&I results
- Placing oversight for D&I with senior leadership and the Board of Directors
Creating sustainable movement
Executing the D&I strategy across all elements of your business and talent ecosystem. Examples include:
- Embedding a diversity lens into talent management, training, and supply chain operations and programs
- Embracing a broad definition of diversity that includes a focus on inclusion of all differences
- Leveraging affinity networks to inform strategic priorities
Driving performance from your D&I agenda
To make sure you’re getting the most out of your D&I investments, and creating opportunity for current and future employees should begin by asking these questions about your organization.
- How does D&I contribute to delivery of business performance goals?
- How are D&I considerations incorporated into business decisions on key topics such as customers, products, and location?
- How are leaders held accountable for D&I results?
- What mechanisms are in place to monitor and respond to what is working – and what is not?
- How effectively do programs create a more inclusive environment, and not only a more diverse one?