Gone are the days of forming a directionless committee with a vague goal of “increasing diversity”. Now, diversity and inclusion (D&I) require a measured and comprehensive approach that is embraced at all levels of the business. Successful D&I programs are those that make it a priority for everyone within the company, rather than assigning the responsibility to a separate group. It is crucial not to burden marginalized communities with fixing issues that directly impact them, while others continue business as usual. D&I programs are most effective when there are visible role models and strong support from middle management, who serve as the gateway to senior roles. The responsibility for achieving a diverse and inclusive organization lies with the company, not solely with those who do not fit the typical employee mold.
An inclusive culture where D&I programs are properly implemented eliminates borders and biases, allowing every community within the company to be recognized and valued. This provides equal opportunities for all employees to contribute to the company’s success and reap the resulting benefits. D&I programs require a “village approach,” with buy-in from the CEO, board, and senior management, as well as active participation from the entire organization. Leadership support and active involvement are essential for successful D&I programs to thrive.
Creating a D&I committee and obtaining investment at all levels is just the first step towards making meaningful change. Implementing significant change requires practices beyond mere box-ticking, such as recruiting diverse talent, educating managers on the benefits of D&I, providing equal job opportunities, fair performance management, equal pay policies, promoting shared experiences, and celebrating different cultures and traditions. Listening to employees’ voices and incorporating their feedback is vital in avoiding a top-down approach and fostering a culture of inclusivity.
To foster success, companies must genuinely commit to D&I and share this commitment with everyone. Communicate expectations regarding D&I to all employees, develop internal policies and practices that support these expectations, provide ongoing training and awareness, and continually measure, assess, and evaluate progress. D&I requires effort, change, support, and resources, but the benefits make it all worthwhile.
