You want to improve diversity and inclusion in your workplace. How can you use strategic thinking to do it?

Look at the data - or start collecting it. What does your sourcing, engagement, interviewing, hiring funnel look like? Look at the total addressable market by categories in the areas you're hiring – do you need to expand locations? Look at internal compa-ratios by category – equity or inequity? Look at post hiring "performance" by category – does this dispel biases? Look at departures by category – is there a pattern? Interview executives, group/function leaders, people within categories –?are there signs of bias? Ask hard questions like, "Why do YOU believe we have DEI challenges here?" and "What would DEI look like here to make you feel that we're headed in the right direction or we've achieved our goal?"

Understanding your current diversity and inclusion landscape through data and feedback is crucial. It not only highlights where you stand but also where you need to focus your efforts. This approach ensures that your strategies are grounded in reality and tailored to address specific gaps and opportunities within your organization, making your diversity initiatives more effective and impactful.

Assessments/Goal Setting: Begin by assessing the current state of diversity and inclusion in your workplace. Identify areas for improvement and set specific, measurable, achievable, relevant, and time-bound (SMART) goals. These goals should align with the overall mission and values of your organization. Data Collection and Analysis: Collect data on the demographics of your workforce, including gender, race, ethnicity, age, disability status, sexual orientation, and other relevant factors. Developing a Strategy: Based on your assessment and analysis, develop a comprehensive strategy for improving diversity and inclusion. This strategy should include initiatives and action plans aimed at recruiting, retaining, and advancing diverse talent.

To enhance diversity and inclusion in the workplace strategically, define clear objectives, assess the current situation, develop a comprehensive plan, allocate resources effectively, monitor progress, and promote accountability at all levels of the organization.

Assessing your current diversity and inclusion situation is a crucial and often overlooked step. It’s not just about the numbers, but also the deep understanding of the dynamics of your staff. Focus groups provide valuable information about organizational culture and how employees perceive things. The diversity of ideas, skills and experiences should not be limited to traditional demographics, but also taken into account. This can help to build a more innovative and resilient team. The first step is to set up a diversity and inclusion committee, bringing together employees from different levels and departments. Their unique vision can help drive change from within.

It is essential to develop a vision, with specific and impactful goals for diversity and inclusion in your workplace. For this, strategic thinking is a valuable tool to align your vision and goals with the values, mission and goals of your organization. It is also important to not consider diversity and inclusion as just a check box. Rather, it is a mindset to be integrated into all aspects of the company, from corporate culture to decision-making to recruitment. Diversity and inclusion are also key success factors for companies. Studies have shown that companies that value diversity and inclusion are more innovative, creative and successful.

Clarify your vision and goals for diversity and inclusion in the workplace. Define what success looks like and set specific, measurable, achievable, relevant, and time-bound (SMART) objectives aligned with your organization's values and strategic priorities.

Creating a clear and compelling vision and goals for diversity and inclusion in the workplace involves aligning them with organizational values, mission, and objectives. Strategic thinking helps prioritize areas of improvement by utilizing tools like SWOT analysis to identify strengths, weaknesses, opportunities, and threats. This approach ensures focused efforts on the most impactful initiatives.

To fully realize your vision and goals for diversity and inclusion, it is essential to develop a tangible and effective action plan. Be sure to allocate resources, time and budget wisely based on a SMART framework. This approach will make your action plan specific, measurable, achievable, relevant and time-bound. It is best to engage your employees in the creation of this plan. Their involvement will strengthen their commitment and bring a variety of perspectives that will be beneficial to success. Remember to include diversity and inclusion awareness training and workshops. These initiatives will help to create a more inclusive and respectful work environment.

Develop a strategic action plan outlining the steps and initiatives needed to achieve your diversity and inclusion goals. Identify key priorities, strategies, and initiatives, such as recruitment and retention programs, training and development initiatives, and diversity awareness campaigns.

Designing and implementing a realistic and effective action plan for diversity and inclusion involves applying strategic thinking to select best practices, methods, and tools. It also entails allocating resources, time, and budget effectively. ensures the action plan is focused and achievable.

Don't use buzz words. Buzz actions are more contagious. You DO want contagion in your organisation, especially when it comes to setting the right example.

Identify the people in your organisation to help design this strategy that will permit true representation as part of an internal steering committee to help assess, plan and execute the strategic priorities recognised. These key employees will identify how to best communicate the change and what the best language is to do that. Use these employees as change agents in every step of the plan.

Communicating and collaborating with stakeholders and partners is crucial for the success of the action plan. Techniques like stakeholder analysis identify key influencers and those affected by the plan, ensuring their engagement and involvement.

Establish metrics, key performance indicators (KPIs), and benchmarks to track progress towards your diversity and inclusion goals. Regularly monitor and evaluate the effectiveness of your initiatives, measuring outcomes, and analyzing data to identify trends and areas for improvement.

You use smart ways to figure out if things are going as planned or if changes are needed. By using tools like measuring sticks and getting feedback, you can see what's working well and what needs improvement. It's like checking if you're on track to reach your goals and making adjustments if necessary.

Foster a culture of continuous learning, innovation, and adaptation. Stay informed about emerging trends, best practices, and research in diversity and inclusion. Be open to feedback, learning from successes and failures, and adjusting your strategies and approaches as needed.

Numerous advantages can result from diversity and inclusion, including improved performance, increased creativity, and a happier workplace for employees as well as other associates or clients. Ways to promote diversity and inclusivity in the organization. ?? Diversity and inclusivity training for employees ?? Use inclusive language and welcoming tone in job advertising ??Create attractive referrals program for D&I hiring ?? Established D&I task force within the organization ??Organise workshops, seminars, and other educational initiatives designed to increase staff members' awareness of and ability to confront unconscious biases and discriminatory behaviors.

The most effective strategy for enhancing diversity and inclusion in the workplace begins with bias-free recruiting. Prioritizing merit and potential over any other factor ensures that the best talent is identified and embraced, irrespective of background, race, gender, or any other characteristic. By fostering an environment where hiring decisions are based solely on qualifications and capabilities, organizations can create a diverse and inclusive workforce that thrives on the strength of its varied perspectives and experiences.

AUTHENTICITY! So many organizations miss the mark on D/I simply because there is no true effort to meet the metric. In my opinion, you have to have an approach within your culture that resonates with the right candidate. If you have THAT, people will feel welcomed and your workforce will diversify for the better.

When you make , race , religion, sexual orientation , gender ID a check box in the hiring processe you are no longer practicing equality hiring. You have now stepped straight into the very thing you claim to be fighting .

Ensure that diversity and inclusion efforts are integrated into all aspects of the organization, including recruitment, hiring, promotion, training, leadership development, and employee engagement initiatives. Cultivate allyship and advocacy among all employees to create an inclusive workplace culture where everyone feels valued, respected, and empowered to contribute their unique perspectives and talents. Celebrate successes and milestones in your diversity and inclusion journey, recognizing individuals and teams for their contributions and commitment to creating a more diverse, equitable, and inclusive workplace.