What are the best strategies for maintaining diversity initiatives over the long term?
Diversity initiatives are not just one-time projects or events. They are ongoing processes that require commitment, alignment, and accountability from all levels of an organization. As a career development coach, you may be wondering how to help your clients maintain and improve their diversity efforts over the long term. In this article, you will learn some of the best strategies for sustaining diversity initiatives in any workplace.
One of the first steps to maintain diversity initiatives is to measure and report on their impact and outcomes. You can help your clients set clear and realistic goals, indicators, and metrics for their diversity efforts, and use data and feedback to track their progress. You can also advise them on how to communicate their results and challenges to their stakeholders, employees, and customers, and how to celebrate and recognize their achievements and learnings.
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You can assess progress through a variety of ways: 1. Understanding sentiment - employee surveys, either part of wider employee engagement surveys or as mid-point check-ins to hear whether employees feel they can bring their true selves to work, or that they have a sense of belonging. 2. Progress on data points - It's important to understand the diverse representation of your organisation and track what impact your initiatives are having on this at different stages of the employee lifecycle - application, offer, performance, promotions, attrition. 3. DEI Award wins are a great demonstration of progress and can support in gaining leadership interest and wider support.
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The best way to maintain your DEI initiatives is to ensure that you have a method for measuring success and relevance. DEI evolves with time; therefore, it is important to make sure your DEI goals evolve too. Here are three easy strategies to ensure your DEI goals withstand the test of time. 1. Designate a POC for all DEI initiatives. For large organizations, that should be a designated DEI role. Smaller organizations or start-ups that may not have the equity or capital to hire for a new position should consider establishing a DEI committee or ERG team to support with establishing goals and monitoring success. 2. Employee feedback. This can be in the form of surveys, focus groups, or even an anonymous suggestions box. 3. Be Authentic.
Another key strategy to sustain diversity initiatives is to involve and support employees at all stages of the process. You can help your clients create and foster a culture of diversity, equity, and inclusion (DEI) that values and respects different perspectives, backgrounds, and identities. You can also suggest ways to engage and empower employees to participate in and lead diversity activities, such as affinity groups, mentoring programs, training sessions, and feedback forums.
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Employee Resource Groups are a great way to not only create engagement communities but also to support the business with insights based on lived experience, educating others as well as providing a support framework. More than a tick-box exercise these group participants must be empowered to support the organisation in the wider DEI strategy and contribute to initiatives.
A third strategy to maintain diversity initiatives is to review and update the policies and practices that affect the hiring, retention, promotion, and development of diverse talent. You can help your clients conduct regular audits and assessments of their policies and practices, and identify and address any gaps or barriers that may hinder their diversity goals. You can also recommend best practices and standards for ensuring fair and inclusive processes and outcomes.
A fourth strategy to maintain diversity initiatives is to collaborate and partner with other organizations and groups that share similar values and objectives. You can help your clients build and leverage relationships and networks with external partners, such as industry associations, community organizations, educational institutions, and media outlets. You can also encourage them to exchange and learn from the experiences and insights of others, and to join or support collective efforts and campaigns for diversity.
A fifth strategy to maintain diversity initiatives is to innovate and adapt to the changing needs and expectations of the workforce and the market. You can help your clients stay abreast of the latest trends and developments in diversity, and to seek and implement new and creative ways to enhance their diversity efforts. You can also assist them in coping with and responding to any challenges or opportunities that may arise from the external or internal environment.
A sixth strategy to maintain diversity initiatives is to invest in the learning and development of both the leaders and the employees. You can help your clients design and deliver effective and relevant training and coaching programs that foster the knowledge, skills, and attitudes necessary for diversity. You can also guide them on how to create and sustain a learning culture that encourages continuous improvement and growth.
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