Five factors that can contribute to successfully advancing Diversity, Equity and Inclusion (#DEI) in the workplace and beyond.
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by: Manal Sayid, Sayid Consulting
*This article is shared with permission.
I spent my Saturday morning catching up on the latest World Economic Forum and McKinsey & Company report released January 14, 2023. It identifies five factors that can contribute to successfully advancing Diversity, Equity, and Inclusion (#DEI) in the workplace and beyond.
Please check out the link in comments for the full report by Centre for the New Economy and Society Global Parity Alliance, which includes initiatives that have driven significant, quantifiable, scalable, and sustainable impact.
Throughout my work in this space, I can confirm the following and want to use this post to inform what initiatives under each can look like (this is not exhaustive):
1. NUANCED UNDERSTANDING OF ROOT CAUSES
Understanding and identifying the root causes by getting input from target populations (Anonymous Diversity and Inclusion Survey and – yes – difficult to facilitate conversations and Listening Sessions) and then prioritizing and sequencing problem areas.
2. MEANINGFUL DEFINITION OF SUCCESS
Working with organizations in developing a strategic roadmap with clear and quantifiable aspirations and a clear case that moves everyone to action.
3. ACCOUNTABLE AND INVESTED BUSINESS LEADERS
Holding the Board and senior leaders accountable for outcomes, not just inputs. This includes much more than training which is a trap most fall under.
Assessments like the Intercultural Development Inventory theory-based assessment of intercultural competence is actionable, and measures mindset and skill set is incredibly useful I find.
I also find #InclusiveLeadership Trainings and competence in #EmotionalIntelligence to be helpful in this step.
Becoming familiar with equity #language.
Middle managers often get neglected in this process when they are they since they are the bridge between strategy and operation.
4. SOLUTION DESIGNED FOR CONTEXT
Using change management principles, integrating change into key processes, procedures, and policies and ways of working so impact is sustained.
#ParticipatoryProcess that equips and encourages everyone to contribute and engage.
5. RIGOROUS TRACKING AND COURSE CORRECTION
This one is simple but often gets neglected: "What gets measured, gets done."
Strategy needs to be informed by data. Defining KPIs and implementing a rigorous tracking process.
I feel privileged to work with organizations who are committed to real change. The DEI space is usually daunting and intimidating for most and I've seen organizations either show no commitment by doing one-off workshops that don't take many factors into consideration or organizations expend significant effort and resources with no signs of change or progress.
Regardless of where you are in your journey (just beginning or feeling stuck) please reach out – I would love to have this conversation.
Reference:
Full report
This report builds on the work of the Global Parity Alliance – a cross-industry group committed to advancing diversity, equity and inclusion (DEI) around the world – and the associated DEI Lighthouse Programme launched to identify proven, effective DEI initiatives from companies across industries and geographies, organized by the World Economic Forum’s Centre for the New Economy and Society in collaboration with McKinsey and Company.
