An 8 Step Process To Bridge Your Diversity Management ‘Implementation Gap”

Here’s an 8 step process to Implement Diversity Management 

Find out how you can put it into practice. 

Here are some key messages from this episode:

  • The 3 Levels of the 8 Step Process  
  • Why the sequence of this process is crucial 
  • The additional tasks required to make this work

Play the episode for more.

Here are some key takeaways from this episode:

Framing the Vision is one of the most important things to do for Diversity Management  

It’s important not to look at other people’s websites or so called “best practices”. Our experience shows that this will compromise your vision.”

Not all aspects of Diversity are a priority for your organisation 

They used the word Rank. Rank means there is a hierarchy.”

Performance Management Process is a great way to judge yourself 

The basics of any system:  Plan, Do, Review” 

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.

3 Things To Consider Before You Implement A Diversity Management Strategy

3 Clues To Understand The Diversity Hierarchy In Your Organisation

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