- Aaron Barth, Founder & President, Dialectic
- Caroline Codsi, Founder & President, La Gouvernance au Féminin – Women in Governance
- Lori Kantymir, Director of Learning and Development, Info-Tech Research Group
- Alan Richter, Founder & President, QED Consulting
- Diana Samu-Visser, Instructional Designer, McLean & Company
- Sarah Saska, Co-Founder & CEO, Feminuity
- Katee Van Horn, CEO, VH Included Consulting
- JoAnne Wehner, Research Associate, VMWare Women’s Leadership Innovation Lab, Stanford University
- Anonymous Contributor
- Anonymous Contributor, Diversity and Inclusion Specialist, Multi-national financial institution
- Although inclusion is key to the success of a diversity and inclusion (D&I) strategy, the complexity of the concept makes it a daunting pursuit.
- An individual employee has many diversity dimensions that cannot be categorized, meaning that narrowly defined inclusion efforts won’t be enough.
- This is further complicated by the fact that creating inclusion is not a one-and-done exercise. Rather, it requires the ongoing commitment of employees at all levels to drive a cultural shift.
- Realize the benefits of a diverse workforce by embedding inclusion into work practices, behaviors, and values, ensuring accountability throughout the organization.
Impact and Result
- Conduct an assessment to understand the current state of inclusion.
- Embed inclusion into organizational values and adapt competencies to promote accountability at the individual level.
- Use inclusive design principles to modify organizational work practices to demonstrate a more inclusive culture.
This guided implementation is a six call advisory process.
Guided Implementation #1 - Determine the current state of inclusion
Call #1 - Review why inclusion is a priority and how it will be communicated to the broader organization.
Call #2 - Plan how the organization will assess the current state by identifying data and conducting focus groups.
Guided Implementation #2 - Frame inclusion for the organization
Call #1 - Identify and set goals for how inclusion progress will be measured.
Call #2 - Review the inclusive behavior model and identify how to assist leadership with modeling the behavior.
Guided Implementation #3 - Mobilize inclusion efforts throughout the organization
Call #1 - Determine how to embed inclusion competency into talent programs.
Call #2 - Review inclusive work practices and plan how inclusion will be embedded into the organization.
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Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Frame Inclusion for the Organization
- Communicate inclusion as a priority.
- Collect quantitative and qualitative data to assess the current state of inclusion.
- Envision the future state of inclusion.
- Ingrain inclusion into organizational values and competency model.
- Assist executives in reflecting on their current behaviors.
Key Benefits Achieved
- Shared understanding of inclusion as a priority.
- Current state assessment.
- A vision of the future state of inclusion.
- Inclusive organizational values and competency model.
- Executives' behavior changes.
Determine why inclusion is a priority.
- Inclusion is a determined as a priority
Review organizational data and reflect on the current state of inclusion.
- Organizational data and the current state of inclusion are reviewed
Envision the future state of inclusion.
- The future state of inclusion is envisioned
Set goals and metrics for inclusion.
- Goals and metrics for inclusion are set
Ingrain inclusion into organizational values.
- Inclusion is ingrained into organizational values
Identify tactics for modeling inclusive leadership behavior.
- Tactics for modeling inclusive leadership behavior are identified
Individual reflection of inclusive behaviors.
- Individuals have reflected on inclusive behaviors
Organizational work practice evaluation.
- Organizational work practices are evaluated
Module 2: Mobilize Inclusion Efforts Throughout the Organization
- Communicate the inclusion competency and expectations to managers.
- Incorporate employee learning opportunities to shift mindsets towards inclusion.
- Launch an examination of work practices using inclusive design principles.
Key Benefits Achieved
- Organization-wide inclusion competencies and expectations.
- Inclusion-focused learning opportunities.
- Actions to implement inclusivity into work practices.
Embed inclusion in competency framework.
- Inclusion is embedded in competency framework
Plan learning initiatives for knowledge, awareness, and new expectations.
- Learning initiatives for knowledge, awareness, and new expectations are planned
Align HR practice areas.
- HR practice areas are aligned
Prioritize and plan for action.
- Inclusive actions are prioritized and planned