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How can you create an inclusive strategy?

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Creating an inclusive strategy is not only a moral imperative, but also a competitive advantage for any leader. An inclusive strategy means that you value and leverage the diversity of your team, your customers, and your stakeholders. It also means that you foster a culture of belonging, respect, and collaboration. But how can you create an inclusive strategy that works for your specific context and goals? Here are some steps to guide you.

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Kerstin Castle

1 Assess your current state

The first step is to understand where you are and where you want to be in terms of inclusion. You can use various tools and methods to assess your current state, such as surveys, interviews, focus groups, audits, or benchmarks. The key is to collect data and feedback from different perspectives and sources, and to identify the gaps and opportunities for improvement. You should also consider how your strategy aligns with your vision, mission, values, and objectives.

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Kerstin Castle
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One tool I have found particularly helpful for inclusive strategy is Mintzberg's 5Ps of strategy. Mintzberg starts by acknowledging that a plan+ploy to beat the competition is where most leaders start thinking about a strategy. The third P—pattern—shines a light on the reality: that strategy emerges regardless of a plan and often contradicts it. This should be a big clue for the modern leader that strategy formulation is not a one-man job. The remaining two Ps - position and perspective - contain all the meaty knowledge you need to create a winning, executable strategy. Hint: position tells you what the competition can't/won't do and perspective tells you what your people want to do - aka your culture.

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2 Define your priorities and actions

The next step is to define your priorities and actions based on the insights from your assessment. You should prioritize the areas that have the most impact and urgency, and that align with your goals and resources. You should also specify the actions that you will take to address each priority, and the expected outcomes and indicators of success. You should also assign roles and responsibilities, and set timelines and budgets for each action.

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3 Communicate and engage

The third step is to communicate and engage with your team, your customers, and your stakeholders about your inclusive strategy. You should communicate the rationale, the benefits, and the expectations of your strategy, and solicit feedback and input. You should also engage them in the implementation and evaluation of your actions, and create opportunities for dialogue and collaboration. You should also celebrate and recognize the achievements and contributions of your team and partners.

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Jakob Woods-Huxtable

Culture & Values | Employee Value Proposition | Employee Experience | Recognition | Performance | Equity, Diversity, and Inclusion
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I would consider this actually to be step 2, after you have assessed current state, its really important to be out there socialising communicating, seeking input, feedback, challenge, co design and collaboration from people with different approaches and solutions, those from groups not usually centred or those with a minority lived experience at the organisation. Doing this after you've defined the priorities and actions comes across that stakeholder input wasn't listened to.

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Kerstin Castle
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It's pretty well understood that strategy fails predominantly during execution. The current preferred solution appears to be to "communicate better" or "increase stakeholder engagement". But as great thinkers like Roger Martin have pointed out, what is really required is a set of integrated choices. Better actions, not better words, therefore, create a better strategy, and that, in turn, requires the involvement and knowledge of people in the organisation. Communication as a tool to drive execution is overrated. A better route to success is early employee engagement in the strategy process.

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4 Monitor and evaluate

The fourth step is to monitor and evaluate the progress and impact of your inclusive strategy. You should track and measure the indicators and outcomes that you defined in your action plan, and use data and evidence to assess the effectiveness and efficiency of your actions. You should also collect feedback and testimonials from your team, your customers, and your stakeholders, and use them to identify the strengths and weaknesses of your strategy. You should also report and share the results and learnings of your evaluation.

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5 Adapt and improve

The fifth step is to adapt and improve your inclusive strategy based on the findings and recommendations from your evaluation. You should review and revise your priorities and actions, and make adjustments as needed. You should also incorporate the best practices and lessons learned from your experience and from others. You should also seek new opportunities and challenges to enhance your inclusion skills and knowledge, and to expand your network and influence.

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6 Sustain and scale

The sixth step is to sustain and scale your inclusive strategy over time. You should embed inclusion into your core values, policies, processes, and practices, and make it part of your everyday leadership. You should also maintain and strengthen the engagement and commitment of your team, your customers, and your stakeholders, and build trust and loyalty. You should also seek to replicate and amplify the positive outcomes and impacts of your strategy, and to inspire and influence others to follow your example.

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Kerstin Castle
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Leaders need to first acknowledge that inclusive strategy is not something you can decide on and achieve overnight. Instead, create a vision for inclusion in strategy and remove the most obvious obstacles. Involve diverse teams in the strategy creation. A well-thought-out strategy based on an integrated set of choices devised by employee teams should lead to early wins and the compounding of subsequent wins. This leads to positive outcomes that have inclusivity baked into organizational DNA.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you create an inclusive strategy?

1

2

3

4

5

6

7

1 Assess your current state

2 Define your priorities and actions

3 Communicate and engage

4 Monitor and evaluate

5 Adapt and improve

6 Sustain and scale

7 Here’s what else to consider

Leadership Development

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How can you create an inclusive strategy?

1

2

3

4

5

6

7

1 Assess your current state

2 Define your priorities and actions

3 Communicate and engage

4 Monitor and evaluate

5 Adapt and improve

6 Sustain and scale

7 Here’s what else to consider

Leadership Development

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