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How do you make your employees diversity advocates?

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Diversity and inclusion are not only ethical and social goals, but also strategic and competitive advantages for any organization. However, creating a diverse and inclusive culture requires more than policies and programs. It also requires employees who are willing and able to advocate for diversity and inclusion in their daily work and interactions. How do you make your employees diversity advocates? Here are some tips to help you foster a culture of diversity advocacy in your organization.

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?Lily Kriegs

Full-hearted People & Culture Futurist ????Inclusive Culture & Belonging Partner ??Advancing inclusion with AI ?? ??…

1 Define diversity and inclusion

The first step to making your employees diversity advocates is to define what diversity and inclusion mean for your organization. Diversity refers to the variety of identities, backgrounds, perspectives, and experiences that people bring to the workplace. Inclusion refers to the extent to which people feel valued, respected, and supported to contribute and thrive in the workplace. Diversity and inclusion are interrelated, but not interchangeable. You need to communicate clearly and consistently what diversity and inclusion look like in your organization, and why they matter for your mission, vision, and values.

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?Lily Kriegs

Full-hearted People & Culture Futurist ????Inclusive Culture & Belonging Partner ??Advancing inclusion with AI ?? ?? Happiness @Work Coach (cert.) & Bridger ?? #IamRemarkable Facilitator
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This is a very important part of it. In order for DE&I programs to be successful, we need to clarify and define what these concepts mean for our organization. Defining them in terms of impact is crucial and communicating this is also crucial. To amplify DEI’s impact, it’s essential to understand the intricacies of our business landscape. By tuning into market dynamics, we can align DEI strategy with business goals, driving both inclusive growth and commercial success.

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2 Educate and train your employees

The second step to making your employees diversity advocates is to educate and train them on the benefits, challenges, and best practices of diversity and inclusion. You need to provide your employees with the knowledge, skills, and tools to understand, appreciate, and leverage diversity and inclusion in their work. This may include workshops, webinars, e-learning modules, mentoring programs, or other learning opportunities that cover topics such as unconscious bias, cultural competence, allyship, and inclusive communication. You also need to ensure that your employees have access to ongoing feedback, coaching, and support to apply their learning and improve their performance.

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3 Engage and empower your employees

The third step to making your employees diversity advocates is to engage and empower them to take action and influence change. You need to create a safe and supportive environment where your employees can share their ideas, opinions, and experiences related to diversity and inclusion. You also need to encourage and recognize your employees for their efforts and achievements in promoting diversity and inclusion in their work. This may include creating employee resource groups, diversity committees, recognition programs, or other platforms that enable your employees to collaborate, innovate, and celebrate diversity and inclusion.

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?Lily Kriegs

Full-hearted People & Culture Futurist ????Inclusive Culture & Belonging Partner ??Advancing inclusion with AI ?? ?? Happiness @Work Coach (cert.) & Bridger ?? #IamRemarkable Facilitator
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Great ways to empower people in the organization is to give different voices the space to address things that matters to them, run campaigns on raising awareness about topics that are relevant and informative. Advocates for inclusion can be advocates of their own cause. By promoting affinity groups or employee resource groups, you can provide structures and budget for people to be vocal and build collective rapport. Also, having a diversity council, you can encourage different voices and perspectives to think about innovative solutions. Providing a safe space for representation, collaboration and psychological safety.

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4 Align and integrate your policies and practices

The fourth step to making your employees diversity advocates is to align and integrate your policies and practices with your diversity and inclusion goals. You need to ensure that your policies and practices are fair, consistent, and transparent, and that they reflect and support your commitment to diversity and inclusion. This may include reviewing and updating your recruitment, retention, development, performance, compensation, and benefits policies and practices to eliminate any barriers or biases that may hinder diversity and inclusion. You also need to monitor and measure your progress and impact, and communicate your results and challenges to your employees.

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5 Model and inspire leadership

The fifth step to making your employees diversity advocates is to model and inspire leadership at all levels of your organization. You need to demonstrate that diversity and inclusion are not only a priority, but also a responsibility for every leader and manager in your organization. You need to lead by example, by showing respect, empathy, curiosity, and openness to diversity and inclusion in your own behavior and decisions. You also need to inspire and empower your employees to be leaders and role models for diversity and inclusion in their own teams and networks. You need to cultivate a culture of diversity advocacy, where your employees are not only aware and supportive, but also proactive and influential in advancing diversity and inclusion in your organization.

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?Lily Kriegs

Full-hearted People & Culture Futurist ????Inclusive Culture & Belonging Partner ??Advancing inclusion with AI ?? ?? Happiness @Work Coach (cert.) & Bridger ?? #IamRemarkable Facilitator
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Effective leadership acknowledges and respects individuality, recognizing that diverse preferences and needs require tailored approaches. Leaders must deeply understand their team members' preferences, motivators, and cultural values to adapt their leadership style accordingly. This adaptability fosters an inclusive environment that values diversity, promotes engagement, and drives collective success. Having this in mind, we value different pieces of training that range from change management, inclusive leadership, and intercultural management to personal development for leaders to grow in their journey and help our teams and culture move and transform in the right direction.

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6 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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?Lily Kriegs

Full-hearted People & Culture Futurist ????Inclusive Culture & Belonging Partner ??Advancing inclusion with AI ?? ?? Happiness @Work Coach (cert.) & Bridger ?? #IamRemarkable Facilitator
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Navigating DE&I in a globally represented company requires understanding our unique composition, needs, and expectations. While measuring our inherently diverse composition provides an interesting perspective, the nature of progress lies not merely in representation but in fostering inclusion and integration. Our commitment is to reflect the diverse human reality in our workplace, but more importantly, to ensure that each individual feels a sense of belonging and identification with our company. Hence, adopting measurement frameworks such as our BEET framework, focusing on trust, equity, and happiness, helps capture the essence of our DE&I efforts, shifting the spotlight from diversity metrics to inclusive growth and belonging.

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How do you make your employees diversity advocates?

1

2

3

4

5

6

1 Define diversity and inclusion

2 Educate and train your employees

3 Engage and empower your employees

4 Align and integrate your policies and practices

5 Model and inspire leadership

6 Here’s what else to consider

Human Resources

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How do you make your employees diversity advocates?

1

2

3

4

5

6

1 Define diversity and inclusion

2 Educate and train your employees

3 Engage and empower your employees

4 Align and integrate your policies and practices

5 Model and inspire leadership

6 Here’s what else to consider

Human Resources

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