From a LinkedIn research on more than 9000 HR specialists, the 78% of them pointed out the topic of Inclusion & Diversity as the priority of 2018 (finally!), in order to improve the organizational culture. Yes, it is proved that a diverse team will be more productive, innovative and creative, compared to others.
Workplace diversity is understanding, accepting, and valuing differences between people including those:
- of different races, ethnicities, genders, ages, religions, disabilities, and sexual orientations
- with differences in education, personalities, skill sets, experiences, and knowledge bases
Inclusion is a collaborative, supportive, and respectful environment that increases the participation and contribution of all employees. Diversity and inclusion is a company’s mission, strategies, and practices to support a diverse workplace and leverage the effects of diversity to achieve a competitive business advantage.
A survey of 330 HR executives by Professor Roberson found that diversity and inclusion best practices include:
- fair treatment
- equal access to opportunity
- teamwork and collaboration
- a focus on innovation and creativity
- organizational flexibility, responsiveness, and agility
- conflict resolution processes that are collaborative
- evidence of leadership’s commitment to diversity (e.g., appointing a Chief Diversity / Equality Officer)
- representation of diversity at all levels of the organization
- representation of diversity among internal and external stakeholders
- diversity education and training
In the context of the workplace, diversity equals representation. Without inclusion however the crucial connection that attract diverse talent, encourage their participation, foster innovation and lead to business growth won’t happen. Diversity without Inclusion leads to a backlash.
WHAT IS AN INCLUSIVE LEADER? According to Harvard Business Review an Inclusive Leader is a good conglomeration of these 6 behaviors and you should get at least 3 of them:
1 – Ensuring that team members speak up and are heard
2 – Making it safe to propose novel ideas
3 – Empowering team members to make decisions
4 – Taking advice and implementing feedback
5 – Giving action feedback
6 – Sharing credit for team success
From my point of you I would also say that I find AUTHENTICITY as a must have for a good Inclusive Leader in order to set a very good example and ready to offer NETWORKING & VISIBILITY opportunities, as well as SPONSORSHIP & MENTORING team members, making sure to they have a CLEAR CAREER PATH for the good of the whole.
HOW THE PROGRAM WORKS?
Although the issue of female exclusion from places of power is substantially shared, there are few strategies that are effectively improving this gender gap.
PHASE 1: Analysis of the target and of the environment (on every level of the pipeline) thanks to the collaboration of HR & Management through the best strategies planned together according to the need. (Building a report, interviews, focus groups, data collection etc)
PHASE 2: Designing a long term program together including a policy document, an action plan for the next 3, 5 and 10 years identifying the common goals and the strategies to achieve them.
PHASE 3: Implementation of the tools, facilitation of the training programs and coaching activities, and mentoring sessions.
PHASE 4: Using KPI to monitor the improvements, collecting and analysing data.
AIMS OF THE PROGRAM: (to be built with the organization according to the need)
1 – Awareness
2 – Skills Development
3 – Women Empowerment & Leadership
4 – Inclusion & Integration of all minorities in the workplace
5 – Building a stronger, more diverse integrated organizational culture
6 – Inclusive Communication
This program is aligned with the European Union Gender Equality Plan and the European Institute for Gender Equality (EIGE) guidelines.
Would you like to receive a detailed and personalized project proposal? Contact me at firstname.lastname@example.org