- Aaron Barth, Founder & President, Dialectic
- 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, Multinational 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 seven call advisory process.
Guided Implementation #1 - Determine the current state of inclusion
Call #1 - Identify how to embed inclusion at the organization based on the Diversity & Inclusion Strategy (only for organizations that have completed the steps outlined in Create a People-First Diversity & Inclusion Strategy).
Call #2 - Review why inclusion is a priority and how it will be communicated to the broader organization.
Call #3 - 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