What do you do if your leadership development program lacks diversity and inclusion?

Begin by establishing a diverse committee to evaluate the program. This will increase awareness to gaps and areas of opportunity with the program. Review the diversity of the organization as a whole. There may be a larger issue at play that needs to be addressed.

Evaluate the diversity and inclusion practices within your leadership development program. Look at demographic data, representation in leadership roles, and inclusion initiatives to understand the extent of the problem. Raise awareness among program leaders, participants, and stakeholders about the importance of diversity and inclusion in leadership development. Provide training on unconscious bias, cultural competence, and inclusive leadership practices to foster understanding and awareness.

I agree with access your current state, in particular your organizational culture and values. What contributed to the omission? It's not enough to include it. The organization's current leadership needs to believe it, value it. I've often heard DEI spoken about incorrectly - checking a box. That will not make DEI happen or at least, not well. What is the barrier? What needs to change including mindsets and / or beliefs to truly include DEI in leadership development?

Review program policies, procedures, and practices to identify and eliminate any barriers to diversity and inclusion. Ensure that selection criteria, promotion processes, and performance evaluations are fair, transparent, and free from bias. Actively recruit participants and facilitators from diverse backgrounds to ensure representation and inclusion in the leadership development program. Partner with diverse organizations, affinity groups, and community networks to expand outreach and attract a broader range of talent.

Establish metrics and benchmarks to track progress toward diversity and inclusion goals within the leadership development program. Collect data on participant demographics, satisfaction levels, and program outcomes to assess the effectiveness of initiatives and identify areas for improvement.

Educate and raise awareness to highlight the implications of the lack of diversity and inclusion, as it may result in overlooking valuable skills and perspectives.

Create a supportive and inclusive environment within the leadership development program where all participants feel valued, respected, and included. Encourage open dialogue, collaboration, and feedback to foster a sense of belonging and psychological safety. Hold program leaders, facilitators, and stakeholders accountable for promoting diversity and inclusion within the leadership development program. Establish clear goals, expectations, and accountability measures to ensure that diversity and inclusion remain a priority and are integrated into program practices and decision-making processes.