According to McKinsey, businesses with high levels of racial and gender diversity outperform others by up to 35%. But far too many businesses still limit this crucial component of success to just one project or initiative. Instead, all levels of leaders should approach their organizations’ goals and processes from a diverse perspective. By adopting this strategy, you can clearly see what diversity and inclusion programs can already achieve for your organization and how it can benefit it more in the future. 

To establish a workplace that fully utilizes the differences diverse personnel provides, it now needs more than checking boxes and targeting advertising. To be diversity leaders across the organization, it takes driven individuals with a vision. 

It is HR’s responsibility to develop and implement effective diversity and inclusion programs and initiatives in order to find, nurture, and advance individuals from all talent pools. Organizational executives can see new and unorthodox talent sources, such as people with unusual educational backgrounds and employment histories, thanks to HR models and lenses. HR can serve as your company’s finest brand ambassadors and recruiters, continually enhancing your staff with talent that might have been ignored. 

Key Takeaways  

Strengthscape’s Webinar on Why Should HR Lead Inclusion Programs outlines the importance of HR metrics and data collection for inclusion. This webinar decodes the role that HR plays as custodians of this data and helps you understand how to utilize this data to achieve the organization’s diversity and inclusion programs and initiatives. Learn about the D&I’s Six Personas Model of Strategic Change and the Inclusion Maturity Model. Also discover how the HR department of an organization can influence policy making and learn practical strategies to achieve D&I in your organization. 

How can you Leverage HR to Achieve your D&I goals? 

  • Strengthen your anti-discriminatory policies 
  • Make your workplace inclusive 
  • Eliminate bias in the evaluation process and promotion opportunities 
  • Segment employee engagement surveys by minority groups 
  • Use independent groups to conduct focus group discussions
  • Personalize one-on-one discussions or skip level meetings 

To make sure that an organization is aware of the benefits of diversity and inclusion for business, HR leaders still have a lot of work to do. As you direct your own diversity lens throughout your company, Strengthscape’s Webinar on Why Should HR Lead Inclusion Programs provides support with resources and guidance as you facilitate difficult conversations about diversity and inclusion.