Diversity and Inclusion program helps organization to tap into the strengths of workforce and foster the productivity and growth of employees. Organizations with D&I policies in place have a competitive advantage because candidates prefer companies which have diverse workforce and support diversity.
To make diversity and inclusion program a success, HR professionals should get a buy-in from senior management. HR professionals should explain the importance of D&I to senior management and how it can help the company to reach the strategic goals.
Once senior management agrees for implementing D&I program in the organization, roles and responsibilities should be assigned to the stakeholders. This will give a clarity to everyone and help in proper implementation of the D&I program. Stakeholders can have a discussion among themselves regarding the structure of diversity and inclusion program.
Stakeholders can have a discussion with the employees, communicate the vision behind diversity and inclusion program, and ensure a commitment to this program. Stakeholders should also ensure that it’s not just their duty to manage this program, but non-stakeholders should also actively manage this program in the organization.
Now HR professionals should create a diversity and inclusion committee. The committee will have employees from all levels of the organization. The main objective of the committee will be to define the objectives and goals of diversity and inclusion program. The committee will promote the program in the organization. The management should provide the clear mission, a budget, and performance goals for this committee.
Before implementing the strategies for the diversity and inclusion, an internal census should be conducted to understand the current situation of the organization. The census includes categories like race, gender, age, nationality, sexual orientation, etc. After the data is collected it should be compared with the data available in the labour market. Gap should be analyzed and according to that strategies should be developed.
The data should be used to see whether each category or group is equally represented or not. More people should be hired from the underrepresented demographics.
Now that areas of concern are identified based on data, strategies should be implemented to address the issues. The strategies should create a comfortable and inclusive environment for all employees. Changes can be made in the company policies and practices, recruitment, training staff, etc. There should be an action plan to implement the changes. The action plan should have realistic goals that should be achieved in short time.
Moreover, awareness should be spread among all employees about the diversity and inclusion strategies in order to inform, educate, and empower them. Organization can communicate through social media posts, presentations, internal newsletters, emails, intranet, etc. To check whether strategies are working, organizations should create metric and use it as base for the success of the program.
In the end, there should be measurement of the positive impact that diversity and inclusion program has created on the organization. It can be like improved employee retention, high job satisfaction, better performance and productivity, and innovative solutions to problem.