3 Things To Consider Before You Implement A Diversity Management Strategy

You’ve decided that Diversity is important 

Find out what you need to consider before you implement a Diversity Management Strategy

Here are some key messages from this episode:

  • How Implementation Gaps emerge 
  • The importance of normative statements as part of your Strategy 
  • The 3 Features of this model most will ignore 

Here are some key takeaways from this episode:

Organisations have an Implementation Gap For Diversity Management 

Often the implementation gap described in the paper is because organisations have a big dream”

Most people focus on Implementation steps without understanding the context 

Most people would read this paper and only focus on that 3 level, 8 step process. That would be a mistake”

It’s ok to make value judgements about Diversity and Inclusion 

you’re talking about the way you think things should be, as opposed to the way they are. This often involves value judgements”

 Here are some resources so you can go deeper:  

Diversity challenge: An integrated process to bridge the ‘implementation gap

Check out these related episodes of the show.

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3 Biggest Problems In Organisations Trying To Become More Inclusive

The 7 Biggest Diversity & Inclusion Mistakes Being Made in Your Organisation: Leadership

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences