Diversity and inclusion are crucial parts of business success today, and they must be championed at every turn. For instance, HR departments might establish hiring initiatives and goals, but these policies won't impact company culture if they aren't enforced.
True leaders will ensure that their company's support of diversity and inclusion are not simply words in the handbook – instead, they'll proactively work to create a more well-rounded team. Below, the experts at Forbes Human Resources Council outlined ways to effect a tangible, positive difference in your company culture through inclusive practices.
1. Educate, Then Lead By Example
Help weave D&I into the fabric of the organization by educating employees and managers about the broad scope of diversity which is really beyond the outward characteristics like ethnicity, beliefs, work style, etc. Then leaders should walk the talk every day by providing each individual in their teams the opportunity to express themselves in a way that enhances their collective strength. - Ushma Mehta, KenSci Inc.
2. Focus On The 'Small Moments'
Inclusion isn’t a single training — it’s comprised of thousands of moments that happen at work, many of which feel unextraordinary. As a leader, define and communicate what inclusive habits look like, act as an example and give employees the tools and training to put them into practice. - Laura Hamill, Limeade
3. Appoint A D&I Council And Create Measurable Goals
Actions always speak louder than words, and when it comes to diversity and inclusion, words aren’t enough. Employers should consider appointing a council of employees dedicated to D&I. This council should identify the company’s D&I shortcomings, and create measurable goals for overcoming them. They should then report regularly to company executives on the progress of each D&I goal. - John Feldmann, Insperity
4. Align People Initiatives With Business Ones
Each year, HR should take a step back, connect with leadership and re-evaluate whether the current HR initiatives align with the business needs, or if adjustments need to be made. Ultimately, HR needs to help assure the success of the enterprise, and that could take the form of reassessing hires, focusing on retention or realigning the team to the business' purpose statement. - Angela Nguyen, Ad Exchange Group
5. Get Employees Involved In The Initiatives
An organization needs to embrace D&I from the very top in order for it to be successful. Creating a women's affinity group or a military affinity group helps the organization to not only hear about D&I, but experience the difference by participating in these organizations. Let the employees run them, leadership govern them. Employees embrace these programs when done right. - Charmaine Smith Winters, Samsung Austin Semiconductor
6. Measure Your Efforts With Data-Driven KPIs
If D&I is done right, the team dynamics will naturally be very strong. Ideas will flow and you will have different perspectives, different celebrations based on festivities, etc. Because of the "fun" element of the job, your team will be much happier and hence the company will have a great culture. KPIs could be "Best Places to Work" award and higher retention rates. - Abhijeet Narvekar, The FerVID Group
7. Study How Your Team Dynamic Changes Over Time
As the old corporate adage goes, "Believe what you see in the halls, not what you read on the walls." When it comes to diversity and inclusion initiatives, things are no different. What dynamic changes can you observe on your teams? If you are seeing the vision play out, that is a good first step. Afterward, you can move on to compare pre- and post-D&I metrics, conduct sentiment surveys and the like. - Gregory Pontrelli, Lausanne Business Solutions
8. Aim To Create An Experience Of Acceptance And Inclusiveness
To move from diversity to assimilation to real inclusion, organizations need to understand and embrace transformational diversity. In the era of multicultural, multigenerational workplaces, transformational diversity can help build cultural competence by welcoming and promoting diversity of thought and creating an experience of being accepted and fully included with one's unique background. - Ekta Vyas, Ph.D, Stanford Children's Health
9. Promote Relevant Cultural Experiences
Changes in diversity and inclusion must come from the top, but implementation must happen at all levels of the organization. Inclusion is an ongoing effort, and employees must feel like their experiences with the company are relevant to their goals and needs. Leaders must also ensure that every person’s potential contribution to culture is valued and respected. - Cameron Bishop, SkillPath
10. Foster Understanding
Leadership can bring a culture of diversity and inclusion to life by helping employees appreciate and see value in the unique talents and contributions of all individuals. Work styles tests, team-building or formal training enhance awareness and understanding. Leaders are then responsible for continually reinforcing a professional environment in which all individuals are treated with respect. - Dr. Kelly Lum, Highgate
11. Measure Your Goals Against Everyday Employee Behaviors
Some touch points to track improvement toward culture and makeup goals are engagement surveys, employee relations trends and demographic analytics. But perhaps the most salient measurement is everyday behaviors. Do people feel safe to voice concerns? Are we adept at having difficult conversations openly and respectfully? Culture is formed through collective behaviors and not policies. - Lucy Rivas-Enriquez, Union Rescue Mission - Los Angeles
