How do you align diversity goals with other departments?
Diversity and inclusion are not only ethical and social values, but also strategic and competitive advantages for any organization. However, achieving diversity goals requires alignment and collaboration across different departments, which can pose various challenges and opportunities. In this article, we will explore some practical tips on how to align diversity goals with other departments, based on the following aspects:
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Hemant Jain, Success CoachI help professionals with their Next Big Promotion | Life & Career Transformation Coach | Leadership Facilitator | SME…
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Sean Betts 🤓Chief Product & Technology Officer at OMG UK | 🧠 Autistic | 🗣️ Mental Health Speaker | 🤖 Loves AI, Star Wars…
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Omar HalabiehTech Director @ Amazon Payment Services | #1 LinkedIn Arab World Creator in Management & Leadership | Follow me for…
The first step is to clearly define what diversity and inclusion mean for your organization, and what specific goals and metrics you want to achieve. These goals should be aligned with your overall vision, mission, and values, as well as with your industry standards and best practices. You should also consider how diversity and inclusion relate to your core business objectives, such as customer satisfaction, innovation, productivity, and profitability. By defining your diversity goals, you can communicate them effectively to other departments and stakeholders, and establish a common ground for collaboration.
The next step is to engage other departments in the diversity and inclusion process, and seek their input and feedback. You can do this by creating cross-functional teams, committees, or task forces that represent different perspectives and roles within the organization. You can also organize workshops, trainings, or events that foster awareness, education, and dialogue on diversity and inclusion topics. By engaging other departments, you can build trust and rapport, identify potential barriers and opportunities, and leverage their expertise and resources.
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Hemant Jain, Success Coach
I help professionals with their Next Big Promotion | Life & Career Transformation Coach | Leadership Facilitator | SME Business Coach | Keynote Speaker | LinkedIn Community Top Voice | Change Mgmt Consultant | CXO Inc
Not every department can be equally diverse so while every departments attempts diversity, the goals should be organizational level and not department level. While diversity goals are being set, a realistic assessment of the available talent pool should be also be considered.
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Michael Powell, M.A.
High School Principal at The Howard School
It is extremely important to remember that diversity is not a department and should be a part of all departments. Diversity work should be organized in the structure of all departments as a priority.
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Smita Pandey Mishra
Sustainability | SDG Strategy| ESG Evaluation| BRSR | Supplier Sustainability| Responsible Businesses | Responsible Investors |Keynote Speaker
Here are some practical tips to help you achieve the Diversity & Inclusion alignment: 1. Ensure that senior leaders are committed to D & I initiatives. 2. Create a comprehensive D & I strategy that outlines specific goals, objectives, and key performance indicators (KPIs) for each department. 3. Offer D & I training for all employees, including department leaders. 4. Establish clear metrics and accountability mechanisms for tracking progress. Departments should regularly report on their D & I efforts, and leaders should be held accountable for meeting their goals. 5. Recognize and celebrate departmental achievements in D & I. Positive reinforcement can motivate departments to continue their efforts.
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Sheetal Mayekar
Engaging with departments to align diversity goals involves clear communication of the vision, showcasing the benefits of inclusivity, and tailoring goals to each department's context. Regular progress updates and feedback loops ensure ongoing alignment and a unified commitment to fostering an inclusive workplace.
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Gurleen Baruah
Culture Designer | Human Skills Facilitator | Founder - That Culture Thing | Helping build irresistible organizational cultures where people start their days feeling excited and end their days feeling accomplished
Additionally, gain insights from one another, as peer learning or learning from colleagues can be an effective method for both learning and engaging people. For instance, if an organization includes members of the LGBTQIA+ community, and there's a project related to this community, or if in-depth understanding and diverse perspectives are needed, it's crucial to involve them. Organize focused group discussions or one-on-one conversations to truly empathize with and comprehend their needs, ensuring they feel valued, heard, understood, and included, rather than merely using them as symbolic tokens or fulfilling quotas.
The third step is to align your policies and practices with your diversity goals, and ensure that they are consistent and coherent across different departments. This means reviewing and updating your recruitment, retention, promotion, compensation, performance, and development policies and practices, and making sure that they are fair, transparent, and inclusive. You should also monitor and evaluate the impact of your policies and practices on your diversity goals, and make adjustments as needed. By aligning your policies and practices, you can create a culture of accountability and recognition, and prevent or address any discrepancies or conflicts.
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Hemant Jain, Success Coach
I help professionals with their Next Big Promotion | Life & Career Transformation Coach | Leadership Facilitator | SME Business Coach | Keynote Speaker | LinkedIn Community Top Voice | Change Mgmt Consultant | CXO Inc
And once done, communicate and sensitize the leadership on the same. And through them, cascade it across the organization. The communication of the new policies and practices; aligned to the organization vision and diversity goals is crucial.
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Sheetal Mayekar
A very important step which starts with reviewing existing policies, identifying gaps and biases. Then restructure hiring, promotion, and evaluation practices to promote inclusivity. For harmonious integration and alignment with diversity objectives in everyday operations, a regular review helps to a great extent.
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Gurleen Baruah
Culture Designer | Human Skills Facilitator | Founder - That Culture Thing | Helping build irresistible organizational cultures where people start their days feeling excited and end their days feeling accomplished
Always keep in mind that policies do not have to be uniform for everyone because the focus is on equity, not absolute equality. For instance, a new mother could be granted additional work-from-home days compared to her colleagues. Similarly, individuals with ADHD or on the autism spectrum might be offered greater freedom and flexibility in choosing their work environment, whether it's a private office or their home. Their perspectives should be valued in meetings, even if their communication style differs from neurotypical individuals.
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Gurleen Baruah
Culture Designer | Human Skills Facilitator | Founder - That Culture Thing | Helping build irresistible organizational cultures where people start their days feeling excited and end their days feeling accomplished
Women could have access to period leaves or the option to work from home, and companies can implement flexible personal wellness leave policies that encompass various needs, including mental health and physical well-being, fostering an inclusive and non-judgmental environment.
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Ramesh Sood
I Enable Personal Transformation and Leadership Growth through NLP based approach to Coaching | Master Practitioner NLP (SNLP, USA) & Leadership Coach
Always better to pick up representatives from various areas to have brainstorming sessions to decide on policies. And that would encourage inclusion and accountability.
The fourth step is to collaborate with other departments on specific initiatives that support your diversity goals, and create value for your organization and stakeholders. These initiatives can be internal or external, and can range from mentoring programs, employee resource groups, or community partnerships, to product development, marketing campaigns, or social responsibility projects. By collaborating on initiatives, you can create synergies and innovations, showcase your diversity and inclusion efforts, and enhance your reputation and brand.
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Julia M. Satov, M.Ed
Global Director of Diversity & Inclusion | NY DEI Power Moves Award 2024 | CIOs 10 Most Inspiring DEI Leaders 2023 | Co-Chair UNITAR CIFAL York U | Community Impact Award EWiT 2024 | Speaker
If DEI is organized effectively, it sits under People or Talent and alongside, not under HR. This means you have the opportunity to tap into HR business partners and leader to work together on department metrics, talent strategies and retention initiative. Similarly to Marketing and Recruitment on brand and candidate. attraction. Bring in metrics on diversity on career pages, company websites and social posts increase diverse candidate and potential clients. It expands the brand of the company that is doing more, doing good and caring about their employees. Umbrella this work as part of a companies organizational health, ensuring talent is engaged, feeling seen, valued, included, safe and retained.
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Hemant Jain, Success Coach
I help professionals with their Next Big Promotion | Life & Career Transformation Coach | Leadership Facilitator | SME Business Coach | Keynote Speaker | LinkedIn Community Top Voice | Change Mgmt Consultant | CXO Inc
Once the alignment is achieved, go beyond the department and organization boundaries. Involve and communicate to suppliers, vendors, customers and other external stakeholders.
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Pradnya Patil
Remote Work Leadership Expert - creating belonging, connectivity and high performance in remote IT teams | Speaker | Best Selling Author | Seasoned Technology Leader
Collaborating effectively on DEI initiatives involves a combination of cultural change, strategic planning, and continuous communication to create a more inclusive and equitable workplace. We need to encourage open discussions about DEI within the organization, challenge biases and stereotypes, and create a culture of respect and understanding
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Ranju Warrier
Head of Comms | Editor in Chief | Journalist | Moderator | Ex-Forbes ME | Ex-ITP Media Group
Often diversity is mistaken as a single department's responsibility. On the contrary, it is a collective effort by every individual. Collaboration is key to strengthening diversity and inclusion, where teams come together to organize projects, campaigns, and initiatives, with a sole purpose of driving a brand's growth strategy forward.
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Sheetal Mayekar
It's "THE" thing to ensure 100% alignment towards diversity goals and same can be done by fostering open dialogue, encouraging idea sharing & promoting collective ownership across organisation. This helps to ensure unified efforts towards inclusive excellence.
The fifth step is to celebrate your successes and achievements in reaching your diversity goals, and acknowledge the contributions of other departments and individuals. You can do this by sharing stories, testimonials, or case studies that highlight the benefits and outcomes of your diversity and inclusion efforts. You can also organize awards, recognition, or appreciation events that celebrate your diversity champions and allies. By celebrating your successes, you can reinforce your commitment and motivation, inspire others to join or support your efforts, and create a positive and inclusive environment.
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Hemant Jain, Success Coach
I help professionals with their Next Big Promotion | Life & Career Transformation Coach | Leadership Facilitator | SME Business Coach | Keynote Speaker | LinkedIn Community Top Voice | Change Mgmt Consultant | CXO Inc
Always Always Always Celebrate milestones and successes. This creates opportunity to re-communicate the core message and also emphasize that the vision is backed by action and concrete results. Improves confidence in the initiative and gets more support.
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Pradnya Patil
Remote Work Leadership Expert - creating belonging, connectivity and high performance in remote IT teams | Speaker | Best Selling Author | Seasoned Technology Leader
Establishing Employee Resource Groups (ERGs) are a great way to provide a platform for employees to collaborate and share their experiences and success stories related to DEI. Extend DEI celebrations beyond the organization by engaging in community initiatives and partnerships that promote diversity and inclusion. Use data and metrics to show the positive impact of DEI initiatives on the organization, such as improved retention rates and increased innovation.
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Eve Akinyi Aboka
I agree that, by celebrating successes, organizations can reinforce their commitment and motivation, inspire others to join or support their efforts, and create a positive and inclusive environment for all
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Sheetal Mayekar
To ensure the enduring sustainability of established objectives, organizations should commemorate achievements and recognize setbacks. This practice aids in recalibration, revitalizing the entire workforce for improved accomplishments and the successful pursuit of goals in the next phase.
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Ramesh Sood
I Enable Personal Transformation and Leadership Growth through NLP based approach to Coaching | Master Practitioner NLP (SNLP, USA) & Leadership Coach
Let every week the review meetings start by congratulating specific contributions by highlighting exemplary behaviours aligned with the policies. That is one effective way to celebrate.
The final step is to learn from your experiences and feedback, and seek ways to improve your diversity and inclusion practices and results. You can do this by conducting surveys, interviews, or focus groups that gather data and insights on your diversity and inclusion performance and perception. You can also benchmark your progress and performance against your industry peers or best practices. By learning and improving, you can identify your strengths and weaknesses, address any gaps or challenges, and set new or revised goals and action plans.
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Sean Betts 🤓
Chief Product & Technology Officer at OMG UK | 🧠 Autistic | 🗣️ Mental Health Speaker | 🤖 Loves AI, Star Wars, Radiohead, Lego, and Apple
Specific time needs to be set aside to ensure that company leadership is focused on learning and improving. Leadership teams are likely to be the least diverse and inclusive group in a company and given their visibility and stature need to tangibly demonstrate their commitment to D&I by visibly dedicated time to understanding the diversity of their teams and learning from their experiences.
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Omar Halabieh
Tech Director @ Amazon Payment Services | #1 LinkedIn Arab World Creator in Management & Leadership | Follow me for Daily Insights on Leadership, Management and Career | Mentor
Be willing to experiment on your DEI joirney and have a mechanism to determine how you evaluate whether these experiments were successful (to scale them) vs not (to learn and move on). Also the think about how you can engage stakeholders outside your organization (local communities, other non profit or for profit organizations, government bodies etc.) in support of your efforts.
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Gurleen Baruah
Culture Designer | Human Skills Facilitator | Founder - That Culture Thing | Helping build irresistible organizational cultures where people start their days feeling excited and end their days feeling accomplished
Remember that diversity, equity, and inclusion are not 'set it and forget it' concepts. They demand continuous management, cultivation, and growth. To achieve this, consistently inquire with employees about their preferences for inclusion. Identify their distinct strengths and how the organization can harness each individual's unique selling points (USP). This also involves accepting neurodiversity, diverse perspectives, and acknowledging the power of differences while supporting and complementing one another.
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Farrukh Rehman
Banking Leader with 18 Years Experience | Business Analyst (CBS/LOS) | AVP-Unit Head: Lending/Trade Finance/CAD Ops. | T.L Oracle Flexcube, Core Banking Project (Lending/TF/ELCM) | TL/SRM/RM (Corporate & SME) | MTO | MBA
If nature is continuously learning from the surroundings and environment so why not humans and the organizations. It's need of the hour to make learning and adaptation process on a proactive and automated basis which will ensure progress and ultimately The Excellence.
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Dr. Zaheer Ahmad MBE
Senior Diversity, Equity and Inclusion Professional | Non-Executive Director | Most Influential and Inspirational Leader | Multi Award Winning Diversity, Equity and Inclusion Leader
Celebrate successes and cheer on the progress but don't shy away from sharing the challenges you continue to face when it comes to embedding D&I. Share your journey and you'll be helping others by raising awareness at the same time you'll learn from those who have successfully addressed that particular issue in their organisation. Build your D&I network and talk to each other.
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Hemant Jain, Success Coach
I help professionals with their Next Big Promotion | Life & Career Transformation Coach | Leadership Facilitator | SME Business Coach | Keynote Speaker | LinkedIn Community Top Voice | Change Mgmt Consultant | CXO Inc
Have regular conversations around Diversity and Inclusion. Make DEI sensitivity part of the induction program for new joiners (at all levels and seniority)
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Bianca Patru
Solution Principal @ Ping Identity | Enabling Digital Transformation | Securing your Digital Identity
D&I translates in:”the fair treatment and full participation of all people" particularly groups "who have historically been underrepresented or subject to discrimination" on the basis of identity or disability. Now starting from this definition, I almost hate the fact that this is presented as an ‘effort’. As a true leader, as a healthy company, you wouldn’t need a ‘hype’ to promote and support the D&I, you will do it naturally. A company that hires based on attitude, skills and fit for role, team and company will never care what’s your ethnic background, skin colour, religion or if you have a disability. They will hire you based on your capability and merits regardless of anything else. Calling it an ‘effort’ makes me cringe
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