Features
Six Steps to Improve Diversity Initiatives
Kevin Oakes, 09-17-2008
The Institute for Corporate Productivity (i4cp) conducted research in 2008 that indicated most companies are doing little to proactively engage a diverse workforce and create an environment in which diversity is essential to attract and keep top talent. What can companies do to improve their diversity initiatives? Mary Key, i4cp's head of leadership and an expert in diversity issues, offers six steps:
1. Consider conducting an in-house survey to determine the general level of knowledge about diversity issues in the organization. "When you have information about what employees understand and don't understand about diversity, you can begin to create educational programs company-wide to address misconceptions," Key said.
2. Engage and enlist the help of top leadership. "Diversity initiatives are more effective when there is buy-in from the CEO and board level," Key said. "The goal is to make diversity and inclusion a part of your organization's corporate culture. This includes buy-in on efforts to increase diversity at all levels."
3. Consider a system of accountability tied to bonus compensation. "This reinforces the organization's commitment to diversity initiatives and creates incentive for measurable results," Key said.
4. Integrate diversity strategies with talent management objectives. "Leverage an inclusive culture to broaden the available talent pool while engaging existing talent," Key said. "Also, make sure that diverse candidates have access to skill and leadership development opportunities."
5. Create channels to develop diverse talent and move that talent into leadership positions. "This can best be achieved through coaching and mentoring programs," Key said. "This strategy re-emphasizes the organization's commitment to diversity, and the interaction allows diverse ideas to cross-pollinate through different levels of the company."
6. Keep in mind you want to find and develop the best talent available, not fill quotas. "Pushing for diversity without a focus on talent does little to aid inclusion efforts and can create a negative backlash against and among the very groups your company is attempting to reach," Key said.
Like anything, successful diversity programs take focus, accountability and teamwork. Once companies recognize the important role diversity and inclusion play in their talent management efforts, these elements should kick into full gear.
To get more business intelligence from i4cp CEO Kevin Oakes read Research Reveals Four Lessons About Diversity and Inclusion in the September/October issue of Diversity Executive magazine. He and Mary Key can be reached at editor@diversity-executive.com.
