Diversity and inclusion are not only ethical and social goals, but also strategic and competitive advantages for any organization. However, simply hiring diverse talent is not enough. You need to develop, empower, and retain your diverse employees to leverage their full potential and create a culture of belonging and innovation. Here are some tips on how you can do that as an executive leader.
Before you can design and implement any development initiatives for your diverse employees, you need to understand where you are and where you want to go. Conduct a thorough assessment of your organization's diversity and inclusion policies, practices, and outcomes. Identify the strengths, gaps, and challenges that affect your diverse employees' engagement, performance, and career progression. Solicit feedback from your diverse employees and other stakeholders to get a comprehensive and honest picture of your current situation.
Developing your team that may have come from different walks of life needs a thorough sense of understanding...of where they have come from, what's their work background and what's expected out of their role Every organisation has a certain culture that it follows and as a leader...it's important to engage with people to develop a deeper sense of connect before rolling out any initiative This means...what are their suggestions, ideas, things that they feel could be improved upon, their own strengths and weaknesses and many more
As a founder who scaled my company, Write Right, I believe it's crucial to recognize the unique strengths and capabilities of each individual. I focus on fostering an inclusive environment, providing continuous learning opportunities, offering constructive feedback, and acknowledging each employee's achievements. Ultimately, nurturing their skills and promoting a sense of belonging helps in developing diverse employees.
From my experience, the first step to develop diverse employees is a robust self-assessment of our organization. This entails not only understanding our current diversity and inclusion landscape but also identifying potential areas of improvement. A thoughtful approach to feedback gathering ensures we have a genuine depiction of our present situation and a clear direction for future development.
Based on your assessment, you need to define your specific and measurable goals for developing your diverse employees. What skills, competencies, and behaviors do you want to enhance or cultivate among your diverse employees? How will you measure and track their progress and impact? How will you align your goals with your organization's vision, mission, and values? How will you communicate your goals to your diverse employees and other leaders? Setting clear and measurable goals will help you focus your efforts and resources, as well as demonstrate your commitment and accountability.
Setting goals is not just about following the SMART principle. It is much beyond that since it isn't anymore about people sitting in a classroom environment and getting trained...it is about customisation, it is about specificity, it is about addressing their challenges, it is about mutual alignment With these in the background...goals and targets become an outcome of what we intend to drive
One size does not fit all when it comes to developing your diverse employees. You need to provide tailored and inclusive opportunities that match their needs, interests, and aspirations. For example, you can offer mentoring, coaching, sponsorship, or reverse mentoring programs that pair your diverse employees with senior leaders or peers who can support their growth and development. You can also create or support employee resource groups, networks, or affinity groups that foster a sense of community and belonging among your diverse employees. You can also encourage and facilitate cross-functional, cross-cultural, or cross-regional collaboration and learning among your diverse employees and other teams.
I've always believed in the principle of 'To each their own' ...this implies how and what's the manner in which customisation is happening Learning and a continued one has to be part of the process, there has to be enough opportunities where these could be implemented. Say for example...online communities that help the teams to thrive could become a classic example It can create a great bond and camaraderie amongst the employees irrespective of their role and hierarchy
From my perspective, the key to nurturing diverse talent lies in providing bespoke and inclusive opportunities. Tailoring mentoring programs and fostering community via employee resource groups, for instance, accommodates individual needs while promoting a sense of belonging. Encouraging cross-functional and cross-cultural collaboration further supports this objective, catalyzing learning and growth among teams.
Developing your diverse employees also means recognizing and rewarding their achievements and contributions. You need to create a culture of appreciation and recognition that values and celebrates diversity and inclusion. You can do this by providing timely, specific, and constructive feedback to your diverse employees. You can also acknowledge and reward their efforts and results through formal or informal recognition programs, such as awards, bonuses, promotions, or public praise. You can also showcase their success stories and best practices to inspire and motivate others.
Recognition and appreciation may mean the same or lead to similar paths however what's important is not to wait for a formal occasion When little work is appreciated...it goes a long way in establishing the right behaviour, inclination and above all trust amongst each other Loyalty towards work and determination to succeed are areas that gets understood in unspoken words to eventually create a winning proposition
Finally, you need to monitor and evaluate the outcomes of your development initiatives for your diverse employees. You need to collect and analyze data and evidence that show how your diverse employees have improved their skills, competencies, and behaviors, as well as how they have contributed to your organization's goals and performance. You need to review and adjust your goals, strategies, and actions based on your findings and feedback. You need to report and communicate your outcomes to your diverse employees and other stakeholders to demonstrate your impact and accountability.
I would say that open forums and an inviting environment can go a long way in establishing practices that can create a far reaching impact in creating a workplace that becomes aspirational It is not an overnight journey but an outcome of a series of smaller measures that gradually becomes bigger and bolder with time ;)