Q: How do you put a diversity plan in place?
A: The discussion about how to implement a winning diversity strategy is as intriguing as it is ongoing. I read a recent thread on this topic on LinkedIn where there were comments about identifying specific goals, figuring out which specific tiers of an organization need to be addressed, overall organizational accountability and retention issues.
In addition to the many great suggestions embedded in that particular, online discussion, I add that it is critical to identify, before even setting a targeted plan in place, why a diversity initiative is needed in the first place. That consideration may seem obvious, but, without understanding the real basis for addressing the topic, the plans and their implementation are subject to be weak or less meaningful than intended.
Therefore, before putting together a plan, facilitate a discussion where everyone considers that our world is increasingly diverse. Therefore, if a particular work environment fails to reflect that diversity, there are often philosophical, operational and cultural reasons why “diversity” — however you choose to define it — is absent. Furthermore, it is often enlightening to figure out why it is currently absent before implementing strategies to encourage a more inclusive, broad based organization. Clearly understanding the impediments or limiting beliefs helps forge strategies that stick. This understanding also helps in creating an environment that retains, promotes and cultivates inclusivity.
I have worked with great organizations where diversity is endorsed in theory, but those in charge fail to ask the difficult questions about why the organization consistently fails to attract and/or retain diverse talent. I have even attended premier leadership development seminars where the lack of diversity is both obvious and unexplained. The answers for the lack are often complex including the existence of well-intentioned executives and others who harbor attitudes that undercut diversity efforts. Often, these attitudes are not readily evident, and it takes real soul searching within many levels of the organization to uncover and heal thinking that makes so many workplaces strikingly homogenous in a culture that is rapidly shifting in every way. So, before launching yet another well-planned diversity initiative, check internally to really address systemic and interpersonal attitudes that may stand in the way of real breakthrough.
The National Multicultural Institute in Washington, DC is one organization where intensive training on the subject is provided. There are many others across the country providing customized and thoughtful programs to address this kind of internal audit. Such introspection helps ensure the outreach and programs you implement have a reasonable chance to succeed. In the process, everyone on board has the opportunity to adjust perspective and to create a culture truly hospitable to a broad spectrum of leaders.
Contact Karen Alphonse at Karena@execSearches.com or visit ExecSearches.com for more information about our career coaching services.
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