If you’re planning to spend money on diversity training, WAIT!
You might be wasting your money if you have not done any foundation building. If diversity and inclusion aren’t first integrated into your company plan, hardly will change just by holding one or 2-day training classes. Organizations in all industries make this mistake and do not recognize it until it’s too late.
If you want to leverage the diversity you already possess, increase the diversity of your organization, or prevent cultural misunderstandings you want to create a corporate culture that is inclusive at all levels, and also in every system and process.
You can get everyone educated with a great trainer, using a great program, but if folks leave your organization that they take what they learned with them (if they remember it) and your company remains the same. Further, attaining resisters and naysayers of diversity efforts is improbable only with coaching–even a more multi-faceted approach is needed to help these individuals see the value of diversity within their organizations and to attract a larger amount of people on board into the initiative.
Simma’s Strategies for Creating an Inclusive Organization
Here are a few of the steps which need to be taken so as to create an inclusive business.
Begin at the top. It must be championed and led by the CEO and other folks in the executive group. The direction of a diversity and inclusion initiative or culture change cannot be delegated. Other individuals can help push it, but it has to be seen as coming from the very best. That also means you need to start including it in conversations, discussions, newsletters, and email.
Rate your organization with surveys, focus groups and interviews in order to identify strengths, challenges and areas for improvement as it relates to diversity, inclusion and employee satisfaction in specific places.
Create a cohesive vision and strategy that is agreed upon by members of their executive leadership group. Know where you are going.
They will need to be a part of the vision and have a clear understanding of theories, roles, business case, and benefits, in order to help lead the change.
Produce a communication and information sharing strategy and process in order to share that vision through the company. Send the information in this way that you create a middle manager and employee buy-in. Help them understand how the diversity and inclusion/culture change process will help them personally, professionally and as a company, That will involve internal promotion in any way levels.
Utilize the outcome of the questionnaire to deal with specific areas for development, most commonly; recruitment, interviewing, hiring, retention, promotion and performance evaluation. Analyze your current organizational culture, and identify methods by which your company may create a more inclusive environment.
Define skills and behaviors that managers need in order to make the initiative/culture alter a success and efficiently lead a diverse workforce.
Set up a procedure for accountability in any way levels, relating progress to reimbursement and tests.
Quantify results, create the buzz and make it exciting (if it’s not enjoyable, it won’t be achieved)
The quantity of time, dictate and also the measures themselves depend on your organization and goals, but if you want to go beyond compliance, listen to new ideas and best practices, decrease ethnic misunderstanding and miscommunication, hire and retain the best of the best from everywhere, training alone will not do it. Before you invest your next dollar on diversity training, ask yourselves if you simply want people to have a good day, understand and forget a few things or do you want continuing change which will turn you into a benchmark organization and the company of choice.