What are the best organizational models for fostering diversity and inclusion?

Times continue to change, and old legacy models are being decommissioned. Traditional/hierarchical organizational charts are no longer seen the same way. We cannot preach diversity and inclusion if we don't start from the inside out. There is a simple equivalence formula. Leadership = facilitators A matrix model helps expose the influence that the team has over decision-making. A hierarchical chart works for organizations that must maintain a certain level of control, such as the military. This should not apply to education or non-government organizations.

Organisations have similar DEI opportunities and challenges but their business operating models can be very different (partnership vs limited companies) How we embed an inclusion model will then need to flex and also align to the business’s overall strategy. For me, a model that empowers the most colleagues in an organisation is important as each of us is an ambassador for change. A matrix model gives transparency and pulls on expertise from across the business - making decisions together to have collective responsibility - with clarity as to who owns an action. Feed into a matrix a network model - with a touch of holacracy - it should empower, give voice to many and allow experts to actions, while driving collaboration.

“Leader’s focus should be on opening the doors of opportunity for Everyone.” The path to diversity begins with supporting, mentoring, and empowering diverse group of individuals to have an opinion, opportunity to learn and grow. Here are a few ways to foster a diverse culture; - Be creative in generating options for employees with different levels of experiences to work together - Be supportive so that everyone can share their experience, ideas and expertise - Be appreciative and celebrate small wins of your team members - Be informed about your team but never micromanage them - Be introspective about your own biases and assumptions - Be mindful of the way you speak to your team

A hybrid model is ideal as a lot of organisations have varying global assets that are like orgs. within an org. Aside from this, there is no "best" model if you are only considering diversity and inclusion, as to consider only these two areas is not integrative, nor complete and can be seen to be box ticking, even if the intent may not be the case. Put simply, Equity and Belonging also need to be in the mix (DIEB). - Equity, to ensure there is a fairness lens, which supports true inclusion, and; - Belonging, as it is the intersection of DEI and engagement, and fosters all important human connection - something we are all no doubt more focused on since COVID.

There are models designed around the promotion of diversity and inclusion, but ultimately, if diversity and inclusion is really on the agenda it is not a model that is required. Cultural transformation shifts a workforce. You bring people on a journey from an old way of working, to a new way of working. There will be those on the bus who choose to get off at an earlier destination. That’s ok. But keep eyes peeled for those who are forced off the bus, silently blamed by a small handful for the change in destination. That small handful are the disrupters. They stay on the journey to hijack outcomes. Models are certainly helpful in enabling shared understanding. But it’s hands on cultural transformation, not a model, that wins the race.