Not so long ago, "diversity" was mostly a leadership buzzword, one that became nearly meaningless after it was tossed around as an end in and of itself. It was full of "political correctness." Smart companies began figuring it out and the movement earned more strategic importance with both internal and external audiences. As the movement expanded and created sustainability, the definition of diversity expanded to mean many things. Today, we know that diversity must be paired with inclusion, and that it's not a goal but a process. Even more importantly, smart companies that want to be able to compete in today's global marketplace know that every leader has to embrace the concept of making the most of every stakeholder's contribution. That means showing leaders how to face the challenges of diversity head-on, and teaching them to do the things that improve diversity and inclusion and make them an operational reality.
And well, okay, that all sounds good, but how can a well-intentioned company of any size make that happen? Creating better leaders that are equipped to face the challenges of diversity and inclusion head-on is no small task. We cannot enforce this accountability on our leaders, it has to come from within that draws on motivations and values in taking real ownership. It's accountability by choice where leaders are able to improve the company's outlook on diversity (and make it an operational reality), and propel the company forward into greater success.
So, where does a plan for leadership inclusion and diversity and begin? For the organization it begins at the top. If the CEO is not driven and focused on the the importance of this strategy then results are typically compromised. Once the top has driven the vision then the operational and tactical elements follow next. However, as leaders we need to create our own understanding and accountability about driving our own plan to be a more inclusive leader. At least for now, here are four to set the organizational table (they can easily be incorporated into an personal plan).
1. Establish a Leadership Council on Diversity and Inclusion ~ The first step should be establishing a leadership council or group, of whatever size suits the organization, to oversee the program, and really champion the concept of inclusion: every stakeholder feels engaged and connected to the goals and vision of the company.
2. The Strategic Priorities ~ The Diversity and Inclusion Leadership Council should then establish strategic priorities, for instance, is recruitment a good focus area, or should the Council work to educate and inform internally first? Is it a priority to educate internal leaders to help them learn to practice inclusion in their every-day dealings with employees? Do leaders need to be taught to capitalize on the talents of their team members, or is that element already in place? These types of questions will not only help the Council establish a game plan, but will also help measure success later.
3. Leadership Training ~ Next, the Leadership Council will need to establish a clear and consistent way of training every member of the organization on these ideas. Leaders should be trained first, and team members that report to those leaders second. Training may include video, online, or in-person training. Additionally, the diversity & inclusion training should include measurement tools. These performance indicators could include surveys, course tests, feedback groups, or any measure determined as an effective tool by the Leadership Council.
4. Market & Promote ~ Another important part of a Diversity & Inclusion operating plan is a way to communicate and promote the plan – and the results - both internally and externally, at all levels. The Leadership Council could think of this element as being similar to a marketing campaign – how to best promote the efforts of the group and share the results. This communication could take the form of an internal website, a printed newsletter, or even email messages. Whatever method the Leadership Council determines is best, it's important that it always remind everyone of the strategic goals and inform leaders and employees on how the company is progressing toward them.
Thank you for taking the time to read this. How would you begin to break through your thoughts, emotions and actions to becoming a better leader? We would love to hear from you with comments or questions. Send me a note via email at brad@aperiocoaching.net or on Twitter @bparcells.
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