What do you do if your IT organization lacks diversity and inclusion?

To build a more inclusive workplace, you must first assess your current situation. Analyze your team's makeup, scrutinize hiring processes, and examine company policies. This data will pinpoint areas needing improvement and establish a baseline for progress.

1. Assess the Current State: o Conduct an Audit o Survey Employees 2. Set Clear Goals and Commitments: o Establish Objectives o Communicate Commitment 3. Revise Hiring and Recruitment Practices: o Inclusive Job Descriptions o Broaden Recruitment Channels o Bias Training for Recruiters 4. Create an Inclusive Culture: o Diversity Training o Employee Resource Groups (ERGs) o Mentorship Programs 5. Review and Revise Policies: o Inclusive Policies o Flexible Work Arrangements 6. Monitor and Measure Progress: o Track Metrics o Solicit Feedback 7. Promote Accountability: o Leadership Involvement o Transparency 8. Celebrate Diversity: o Recognize Achievements o Cultural Events 9. Seek External Guidance: o Consult Experts o Benchmarking

The first step in understanding and assessing the organization's reality is to conduct an internal diversity and inclusion survey. This survey should aim to measure the dimensions of diversity within the company, providing valuable insights to start the actions.

a. Establish clear and measurable diversity goals. b. Set SMART objectives to increase representation of underrepresented groups. c. Goals provide direction, motivation, and accountability for your initiatives.

At this stage, the diversity survey has been conducted, and we have the results in hand to base our actions on. An analysis of the company's architectural structure should be carried out to ensure physical accessibility, and from there, goals should be set based on which dimension of diversity will be addressed. Only after obtaining this information can a timeline for the actions be estimated.

a. Create an inclusive environment beyond just diversity. b. Implement bias training, flexible policies, and open dialogue platforms. c. Foster a sense of belonging through employee resource groups.

It is crucial to highlight that adopting inclusive language and using diverse imagery is just the beginning. To establish a truly inclusive culture, it is essential to implement several actions, such as: * Training: Provide employees with training on diversity, inclusion, and unconscious biases. * Guidelines: Develop clear and objective policies that prevent discrimination and promote equity. * Mentorship: Create mentorship programs that connect employees from different backgrounds and hierarchical levels. * Support groups: Establish safe spaces for employees to share their experiences and challenges.

Inclusion means ensuring that a minority group becomes and feels like part of an organization. To achieve this, it is necessary for all members, especially managers and leaders, to undergo diversity literacy training. This will equip them with knowledge about various minority groups and allow them to clarify any doubts, enabling a better understanding of individuals. Additionally, it is crucial to have a secure reporting channel so that any incidents can be safely reported.

a. Reimagine job descriptions to attract diverse candidates. b. Expand your talent search beyond traditional sources. c. Implement blind recruitment to minimize unconscious bias.

Affirmative action job openings are designed to recruit professionals from minority groups to ensure equity in the job market. These openings can be tailored to target specific groups. An important aspect of the selection process is understanding unconscious biases and finding ways to prevent these biases from affecting the process.

a. Mentorship empowers underrepresented employees. b. Pairing junior staff with mentors fosters growth and belonging. c. Shared knowledge and experience benefits the whole organization.

Ensure mentorship conversations are a two-way exchange. Yes, the mentor is there to help elevate the mentee's capabilities, but their advice needs to be aligned with what the mentee is seeking in their career (and there might need to be some back and forth to get those career goals aligned with the way the company manages its career tracks.)

a. Continuously measure the impact of diversity initiatives. b. Gather employee feedback to understand the evolving workplace culture. c. Adapt strategies based on insights to drive ongoing improvement.

This is a hot topic right here in today's climate but I don't see anything wrong because diversity should be celebrated. But here are some things to consider - Lead from the top and demonstrate a commitment to diversity and inclusion from the highest levels of leadership. Once again celebrate diversity. Recognize and celebrate the unique backgrounds and perspectives of your employees. Most work places are not homogenized and that makes them successful because they have different perspectives from different individuals. With that though be patient and persistent. Building a diverse and inclusive workplace takes time and ongoing effort. You're going to make mistakes but be sure to learn from them.