A Roadmap For Planning A Diversity Strategy

Embarking on a diversity and inclusion strategy is a journey that requires a roadmap. Having a well-planned diversity initiative minimises risks and maximises potential.

Strategy suggestions

1. To avoid employee backlash, organisations must define diversity in a broad and inclusive way. The definition must demonstrate to employees that each individual is included and therefore is valued.
   
   
2. In order to value diversity, organisations must first assure that they are truly diverse at every level - not just when it comes to secondary dimensions, but in terms of the primary dimensions of diversity as well.
   
   
3. Leveraging diversity requires a fundamental shift in assumptions about the organisation's culture as well as changes in the basic systems and practices used to support customers and employees.
   
   
4. Change management principles can be the single most important tool in diversity implementation when creatively applied.
   
   
5. Having a diversity mindset, founded in education and awareness, is what separates effective leaders from those who play at or pay lip service to the need for change.
   
   
6. Without making a serious investment in both time and human resources, no company can fully adopt or value diversity, which will lead to greater representation.
   
   
7. Beating backlash requires building support among those who are ready to adopt change while minimising the involvement of those who are still resistant.
   
   
8. It is critical to develop the strategic and financial arguments for valuing diversity; building the business case strengthens the probability of adoption.
   
   
9. While excellent training alone will not assure culture change, inappropriate training can do considerable damage to diversity implementation efforts.
   
   
10. By focusing on the common needs for respect, inclusion and opportunity that we all share, valuing diversity can help close the gaps in empathy and understanding that exist across diverse employee groups.
    
    
11. The ongoing involvement and preparedness of the core leadership team is the single most important factor in predicting implementation success.
    
    

There is no doubt that launching, implementing and sustaining a diversity and inclusion strategy requires a lot of involvement, time and resources, not to mention constant monitoring to ensure that real change is really happening.

However, companies who have implemented such strategies and followed these guideposts over time have found that the benefits are enormous.

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