The Power of D&I: How Diverse and Inclusive is Your Organisation?

I have been hearing about D&I initiatives for a long time. I think it's time for a healthy discussion and more awareness.

??Diversity encompasses the presence of differences within a group, whether that’s differences in race, gender, age, sexual orientation, physical ability, religion, or socioeconomic background.

??Inclusion means creating an environment where every individual feels valued, respected, and able to contribute fully to the organization. It’s about empowering people to bring their whole selves to work, knowing that their unique perspectives are welcomed and respected.

An organisation can be diverse without being inclusive.

For the purpose of time, let's limit this article to gender D&I.

Recently, I heard from a friend who is being laid off because she is not performing. I asked her why she was underperforming after such a long time in the organisation. She told me this was not the case previously. She always used to meet her targets and for various organisational reasons, she was unable to do so now. My next question was if the company was helping her manage these issues with the intent of keeping her on. After hearing her explanation, the answer was obvious.

Another friend of mine was promoted to a leadership role. She found that despite her role, she was not included in many important strategic meetings and information at various levels was withheld from her. When it came time for the performance review, she was told she did not communicate well with the other leaders. This leader was great at managing her team and delivering project results.

A third friend mentioned that she was having problems hiring more developers in her team. Apparently, the organisation had already met the 'female' quota, and her new candidate was a woman!

These examples may seem unlikely, but they're more realistic than they appear. These days, every organisation is keen to say that they promote diversity and inclusion but more often than not, it is just a tick in the box. Do they have systems to support it? Do the employees follow these values?

The natural question that follows:

What makes an organisation diverse and inclusive?

Leadership support

D&I values have to be inculcated into the business all the way from hiring, career progression, metrics to daily activities. And this has to be driven top down.

Read about Amazon's principle Strive to be Earth's Best Employer. Watch "Strive to Be Earth's Best Employer" Leadership Principle Explained by CEO Andy Jassy.

Organisation culture

The people in the organisation have to be trained in unconscious biases, behaviours, competencies and inclusive leadership.

Look at Virgin's Be Yourself manifesto, Be Yourself Manifesto 2022.pdf (virginatlantic.com).

Mentors and Allies

Senior members of the organisation must provide mentorship and be allies to all who need it. Opportunities, then, become more visible to employees and support is inherently provided to those who need it.

An example of an organization that embraced mentorship is Randstad. Read more here: Diversity, inclusion and wellbeing at Randstad.

Diversity is having a seat at the table; Inclusion is having a voice, and Belonging is having that voice be heard. --Liz Fosslien and Mollie West Duffy

Community support

Peer groups or circles should be made available in the organisation to create a sense of belonging and empowerment. When people share similar experiences, good lessons emerge from these discussions.

A popular example of this is Lean In, Leadership Programs & Employee Resource Groups for Women | Lean In.

Note that I am in no way promoting any particular organisation - these are just examples of how D&I is embedded into the organisation's basic values and culture. Nor is this an exhaustive list. I have been to organisations that have brilliant values but they're just writings on a wall.

A great organisation is one where its people, from all levels of hierarchy, walk the talk - they breathe, speak and act out the company values every day.

To know and understand how an organisation works, you have to talk to its people (Tip: always do this when you're planning to work for a new organisation).

I would love to hear your experiences of D&I, and especially if you have worked at the above?organisations.

#D&I #future #management #leadership #culture #community #makeadifference

??Hi, I am Karen Athaide, an MBA Coach. I am passionate about empowering women in their journey of self-discovery. If you would like to learn more, get in touch or follow?me?on?LinkedIn.