Diversity & Inclusion: How to Create the Initiative in a Large Organization

Diversity & Inclusion: How to Create the Initiative in a Large Organization

Melody L. Barker

Columbia College

Abstract

Focusing on diversity and identifying practices to create an inclusive organization, one that encourages and values the contributions of all employees, will generate increased productivity. Diversity is a business reality in the modern world. Rapid changes in technology and vast global competition demand immediate adaptation and have implications for an organization to effectively compete. This paper describes how an organization should go about creating, implementing and sustaining a Diversity and Inclusion Initiative in the workplace and the benefits of doing so. Action steps are described and suggestions made to ensure initiative success and sustainability.

Diversity & Inclusion: How to Create the Initiative in a Large Organization

In today’s global marketplace, most organizations understand the necessity of a diverse workforce and the contributions it offers. From diversity comes differing perspectives which can lead to innovation and creativity. Innovation and creativity are what drives the most successful of organizations. The three main elements of a Diversity and Inclusion Initiative are 1) setting a vision for the desired outcome, 2) understanding the underlying forces of change and designing an effective strategy, and 3) identifying the most effective interventions and evidence-based best practices. Diversity and Inclusion initiatives must be planned and implemented in a way that allows companies to attract and maximize the contributions of the larger pool of skilled, diverse applicants from which they have to hire. It must be understood that a Diversity and Inclusion Initiative is far more than just an ‘awareness program’ meant to bring harmony to the workplace or because “it’s the right thing to do”. Any organization that can strengthen the overall skills and contributions of its employees will experience competitive advantage in the marketplace. Inclusion is an essential part of the initiative because it helps support professional development of the employee and reduces turnover. It also helps the organization attract more potential employees as well as customers. Your organization’s leadership must accept the Diversity and Inclusion Initiative as their responsibility and exhibit a strong commitment to its success. They can start by looking at incorporating Diversity and Inclusion language into the company’s current Mission & Vision statements. This is a huge step towards showing the rest of the company just how committed leadership is to the initiative. Management may wish to bring in specialized Diversity and Inclusion consultants to assist with formal development of a Diversity and Inclusion Strategy.