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How do you use partnerships to improve diversity and inclusion?

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Diversity and inclusion (D&I) are not only ethical and social goals, but also strategic and competitive advantages for any organization. However, achieving D&I is not easy, and it requires a holistic and collaborative approach that involves multiple stakeholders. One way to enhance your D&I efforts is to use partnerships with external entities that can provide valuable resources, insights, and support. In this article, you will learn how to use partnerships to improve diversity and inclusion in your organization.

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1 Identify your D&I goals and gaps

Before you seek out potential partners, you need to have a clear understanding of your own D&I objectives and challenges. What are the specific outcomes you want to achieve in terms of representation, inclusion, and belonging? What are the current barriers and gaps that prevent you from reaching those outcomes? How do you measure and monitor your progress and impact? By answering these questions, you can identify the areas where you need external help and the criteria for selecting suitable partners.

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Nikki Davies

Facilitator, Coach, Consultant | Human-centred Design | People Equity Inclusion Belonging Leader
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There are many occasions where the leaders and people in the organisation find themselves at a loss as to what their D&I goals are and what to prioritise given a constantly shifting landscape, new buzzwords and trends, and complex legislative and regulatory pressures. If an organisation is truly unclear on goals and priorities, they should look for a partner to evaluate the internal systemic challenges people face in their organisation and the impact these challenges present. Often times bringing an outside partner in to collect and analyse data to help define the problem to solve and to help articulate goals can drive more impact in the long run.

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2 Find partners that align with your vision and values

Once you have defined your D&I goals and gaps, you can start looking for partners that share your vision and values, and that can offer complementary skills, expertise, or resources. For instance, non-profit organizations or advocacy groups that focus on specific dimensions of diversity, such as race or gender, can help with awareness-raising or recruitment initiatives. Academic institutions or research centers can provide data analysis or evidence-based practices. Additionally, industry associations or networks can offer benchmarking or peer learning opportunities. All of these partners can help you reach your D&I goals.

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Johanna Hoyos, MSc., LSSGB, CTM, SAS

Seeking Role: Global Partnerships & Strategic Initiatives; SME Corporate Strategy, Alliance & Contract Management, Search & Evaluation, Due Diligence, Risk & Compliance, Continuous Improvement, 6 Sigma, Clinical Ops, P3M
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To enhance diversity and inclusion, engage all generations, ethnicities, genders, races, backgrounds, and financial statuses in meaningful conversations. D&I isn't a checkbox; it's a collective mission. Collaborate with external partners who align with your values and objectives, leveraging their expertise and resources. Clearly define roles, build trust, and respect each partner's contribution. Partnerships offer the strength to amplify your D&I message, reach wider audiences, and pool resources. Effective communication, feedback, and continuous improvement ensure these collaborations enhance workplace inclusivity and diversity, mirroring a society where everyone has a place!

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3 Establish clear roles and expectations

After you have identified your potential partners, you need to establish clear roles and expectations for each party. What are the specific objectives, deliverables, and timelines of the partnership? What are the responsibilities, contributions, and benefits of each partner? How will you communicate, coordinate, and collaborate with each other? How will you evaluate and report on the results and impact of the partnership? By setting clear expectations and boundaries, you can avoid misunderstandings, conflicts, or disappointments.

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4 Build trust and mutual respect

A successful partnership is based on trust and mutual respect. You need to treat your partners as equals, not as suppliers or clients. You need to listen to their perspectives, acknowledge their expertise, and value their feedback. You need to be transparent, honest, and accountable for your actions and decisions. You need to celebrate your achievements, learn from your failures, and support each other. By building trust and mutual respect, you can foster a positive and productive relationship.

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5 Leverage your partners' strengths and resources

Partnerships are an effective way to improve diversity and inclusion (D&I). By leveraging your partners' strengths and resources, you can amplify your D&I message, reach a larger audience, or attract more diverse talent. You can also use their tools, methods, or frameworks to enhance your D&I processes, practices, or policies. Furthermore, their knowledge, insights, or experiences can help to enrich your D&I learning, innovation, or impact.

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6 Seek feedback and continuous improvement

Finally, you need to seek feedback and continuous improvement from your partners and from your own organization. How effective and efficient is the partnership? What are the strengths and weaknesses of the partnership? What are the outcomes and impact of the partnership? How can you improve the partnership? By asking these questions, you can identify the areas for improvement, make adjustments, and ensure that the partnership is aligned with your D&I goals and values.

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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 do you use partnerships to improve diversity and inclusion?

1

2

3

4

5

6

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1 Identify your D&I goals and gaps

2 Find partners that align with your vision and values

3 Establish clear roles and expectations

4 Build trust and mutual respect

5 Leverage your partners' strengths and resources

6 Seek feedback and continuous improvement

7 Here’s what else to consider

HR Consulting

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How do you use partnerships to improve diversity and inclusion?

1

2

3

4

5

6

7

1 Identify your D&I goals and gaps

2 Find partners that align with your vision and values

3 Establish clear roles and expectations

4 Build trust and mutual respect

5 Leverage your partners' strengths and resources

6 Seek feedback and continuous improvement

7 Here’s what else to consider

HR Consulting

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