First thing is to understand why you need your workplace to be diverse. If it’s just to show the numbers, then it doesn’t really matter how you do it. It’s unfortunate that many organizations have no clue as to why they need diversity

Spend time speaking to a range of people with varied experiences, tenures, roles, generations, and levels. Keep a pre-designed semi-structured interview format with questions you would like addressed and probed. Don't hesitate to go back and tweak the questions as you gather more information. Don't worry about sample size, the moment you find you're getting repeated answers and nothing new is turning up, it's a good time to stop. Avoid at all cost, what I call the copy-cat trap, which unfortunately a number of multinational companies have fallen into inadvertently. For example, when a European-based company sets up an entity in India, the Indian entity is likely to replicate the diversity and inclusion policy of the home country blindly.

Durante minha trajetória profissional dentro da área de Recursos Humanos e, mais recentemente, em contato com a agenda ESG, pude perceber que muitas organizações não tem um visão clara e realista da sua situação atual no que tange à Diversidade. Boa parte das empresas acreditam que ter "algumas" pessoas com deficiência, "um ou duas dúzias" de pessoas negras e ter "uma incrível e competente" supervisora mulher no quadro de funcionários são sinais de que a empresa "abraça" a Diversidade. Contudo, a real e impactante realidade é que muitas empresas não querem saber o status atual do tema diversidade, pois poderão se sentir impelidas à tirar do papel e implantar práticas efetivas e verdadeiras para construção/desenvolvimento dessa temática.

It’s important for an organization to recognize diversity and inclusion doesn’t have an expiration date. Even after the initial goal has been reached, the implementations of training, coaching and the hiring practices must continue for it to become culture.

To enhance workplace diversity and inclusion, adopt a comprehensive approach involving leadership commitment, awareness building, training, fair hiring practices, supportive policies, inclusive leadership promotion, employee resource groups, mentorship programs, diverse leadership development, fostering inclusive culture, data collection, and responsive feedback mechanisms. These strategies aim to create an environment where all employees feel valued and empowered. Continuous commitment and effort are necessary for sustained progress.

“Nothing about us without us” To support your organisational aspirations of profitability, safety and respect this needs to be real and acknowledge the best source of knowledge is people who live the different, sometimes intersectional, diverse human lives. These people ‘resources’ can be your biggest advocates if done right Understand that diversity is the representation that builds to inclusion and even belonging, there is no easy of free pathway to achieve this However with a commitment to recompense the time and financial burden of the educators and your sources of data, you will have the power, skills, tools to build a positive workplace culture Evidence shows DEI done right, ROI exists, but importantly your people are your best asset

The leadership of an organisation plays a very significant role in fostering a culture of workplace diversity. Clarifying the precise objectives behind enhancing diversity is essential, followed by the integration of diversity initiatives into various practices and policies, including hiring and training. Making an organisation a ‘Safe place to work’ contributes significantly in this regard. Diversity is largely seen at lower level but it also to be included at senior level of organisation.

Setup Diversity & Inclusion networks to be the ears on the ground and to be the voice of their colleagues. Have annual/quarterly diversity events and to encourage more and more colleagues to participate through the SLT and culture change from top down in the organisation.

It's essential to show appreciation to employees within an organization. Recognizing accomplishments and offering support when things don't go as planned will help bolster the culture of Diversity, Equity, and Inclusion (DEI).

Define your vision and goals for your workplace diversity and inclusion. You should make sure that your goals are clear, realistic, measurable, and aligned with your organizational values and strategy. You should also communicate your goals to your stakeholders and explain why they are important and how they will benefit everyone. For example, you can highlight how diversity and inclusion can enhance creativity, innovation, performance, customer satisfaction, or employee engagement

Most companies fail to realize that in order to achieve a more Diverse, Equitable, and Inclusive organization, you *do not* start by hiring more "Diverse Talent"! Yes, hiring and attracting Diverse Talent is important, but it shouldn't be the one and only goal! Start by reviewing the company's current policies, processes, systems, and platforms and embed as many inclusive, equitable, and accessible practices in them as possible. Remember, a Diverse Workforce is the destination! And you get there by becoming intentionally inclusive and equitable.

The key is to create an inclusive workplace first. No point attracting and hiring diversity if it’s not going to be able to thrive. Focus on what makes us different and how that adds value to us and to the business. Ensure you refer to the data and research ( there is loads), but root out real and individual stories of your own employees and story tell. Even in a homogenous team there will be people who have lots of children, or who don’t like certain activities like sports, there will be single parents and people from different social backgrounds. They all add richness to decisions and discussions. Once you get people to see and relate to that, then you can start talking about the more forms ‘diversity’ (ie protected characteristics).

Provide training for all employees on topics like dealing with bias, cultural competency, conflict management and inclusive communication to foster a more inclusive environment. Actively seek out and promote diverse candidates for leadership and managerial positions to ensure representation at all levels of the organization. Engage with diverse communities outside the workplace through partnerships, sponsorships, and outreach programs to build relationships and support inclusion efforts. Recognize and celebrate diversity through events, activities, and initiatives that highlight different cultures, backgrounds, and perspectives within the organization.

Take a deeper at the existing strategy. Further strengthen communication channels that have in place. 1. Top down: Understand how much leaders and managers communicate and promote inclusive culture at workplace. Support them adequately so that they are able to show and demonstrate inclusion. 2. Bottom up: Equally important to understand what is happening at the grassroots. Make sure you get feedback flowing bottom up. Accordingly, make course correction. 3. Dealing with fear and objection: Put a mechanism in place to sensibly address the fear and objections to the diversity plans.

To reach your diversity and inclusion objectives, develop and implement a strategic plan. It should outline specific steps to enhance workforce diversity and foster an inclusive culture, encompassing fair recruitment practices, diversity training, and mentorship programs. Set deadlines, delegate tasks, and consistently monitor progress to guarantee efficiency. Through the methodical execution of this plan, you'll make strides in establishing a more inclusive and diverse workplace environment.

To monitor and evaluate progress in diversity and inclusion initiatives, utilize data and indicators collected in the initial assessment. Measure outcomes against set goals and solicit feedback from stakeholders to understand perceptions and experiences. Celebrate achievements and recognize champions while being prepared to address challenges and setbacks. Learn from mistakes and failures, adjusting strategies as needed to ensure ongoing improvement and success in fostering diversity and inclusion.

Monitoring and evaluating progress are essential steps in making your workplace more diverse and inclusive. Here's how you can effectively use these processes to turn things around: Establish Key Performance Indicators (KPIs): Identify specific metrics that align with your diversity and inclusion goals. These could include measures such as representation of underrepresented groups in leadership positions, employee engagement scores related to diversity and inclusion, turnover rates among diverse employees, and participation in diversity training programs.

Collect feedback from employees on their experiences and perceptions of diversity and inclusion in the workplace, and use this information to make continuous improvements.

Have frank conversations with trusted individuals who understand your commitment and intent. Transparency is key. A friend of mine with a true desire for inclusion searched for talented BIPOC individuals to invite as event speakers. Her intent was honest--she wanted people considering the conference to know EVERYONE would be welcomed. A diverse faculty is a great way to let attendees know they're valued. Instead of being celebrated, her idea received pushback; the people she asked for referrals didn't know her. Start with individuals who know your heart. (If you don't know anyone very different from yourself, it's time to start making friends.) Ask if your ideas for progress are helpful. Be willing to listen, learn, adapt, and grow.

Mensurar o andamento do programa, seu Desempenho e tua atuação dentro e fora da organização, considerando impactos em todas as estruturas da empresa, contribuindo para a consolidação do planejamento estratégico.

Let’s start by understanding the meaning of these words “diverse” & “inclusive”. Diverse in a simple sense is different and inclusive means included. In a typical work place scenario this is a great challenge for many people. The biggest challenge for T&D is to address this issue in their daily work. The following is what I did to address this issue. 1. Create an awareness 2. Educate managers 3. Create inclusive leadership 4. Training courses to run 5. Hiring should also have 6. Review at various levels Now there is no fixed answer to this question as different company have different ways or methods to handle this.

El seguimiento, feedback y ajustes son la clave para que el cambio suceda! Por último comparto algo que es ley en Stilljobs.com y que puede aplicarse a cualquier área en la que quieras mejorar la diversidad e inclusión… “hacer lo que se promueve”!

Melhoria contínua no processo para aperfeiçoar a estrutura e adicionando mais elementos que ajudem a consolidar o empreendimento das iniciativas de diversidade e inclusão.

Adjusting and improving your diversity and inclusion plan is crucial for ongoing success. Review goals, strategies, and feedback to identify areas for refinement. Stay informed about emerging trends and best practices, and remain open to new opportunities. Engage stakeholders in the process, fostering a culture of continuous learning and improvement. By iteratively refining your plan, you can drive meaningful progress toward your diversity and inclusion objectives.

Rever os processos do time de recrutamento e seleção, e envolver a alta liderança são processos indispensáveis para melhorar o quadro atual.

Every company has to consider the internal team as a customer for your employment practices. Inclusiveness and diversity are USPs for the teams. Now all marketing practices become available for implementation. New Avenues to work with, right from policy to practices, benefits to activities, every possible solution can be used if the evaluation matrices are calculated as an X factor of your employees total CTC (not just individual compensation, but the whole operations) as a ratio to your current and desired revenue/business stream. My best bet is always with health and fitness based programmes that offer every component of diversity and inclusiveness.

Diversities is obviously not the same thing as inclusion. You need to build norms and culture that not only facilitate the presence of diverse people, also enable them to contribute meaningfully in the collective thinking, for example, by giving them a fair share of the voice and credibility.

I have found that bringing diversity into focus groups and surveys has opened up a whole new perspective that would have been missed if I were to ask the usual group of individuals. And encouragement needs to come from the top downward. If you ask the same questions to the same few individuals, you will always get the same answers, which does nothing to further growth, change or continual improvement.

What really matters is the current culture that exists. Any kind of assessment and planning will not bring results until we work seriously on culture change, and that does not have a clear metric and needs more community based 'sensing' and communications, enabling people to look into themselves as to why diversity or inclusion is not taking off/ occurring as we would like it.

Focus on inclusion and diversity will follow. Forced diversity can lead to an artifically diverse group of people who all studied at the same 3 universities and therefore all think the same way. Aim to remove barriers to entry and take feedback on how well you're doing. Seek to find out why you're failing. Instead of asking your group how to include others, try to ask the others why they feel excluded. Everyone has experience of being excluded