Achieving diversity and inclusion, like any other cultural change effort, requires a strategic and systematic approach. The barriers to achieving diversity and inclusion may be even more pronounced than the challenges organisations face in managing other cultural change efforts. Resistance from members of the dominant culture and unconscious bias are some of the challenges facing organisations in achieving a sustained cultural change. Those challenges increase the risk of stakeholder disengagement and execution failures.
A strategic approach to diversity and inclusion helps to manage those risks. A well-developed diversity and inclusion strategy linked to business objectives assists organisations in achieving stakeholder engagement, prioritising and coordinating initiatives, promoting synergies, maximising return on investment, and tracking success.
The ultimate objective of an organisation’s diversity and inclusion efforts is an improvement in the lived experiences of diverse talent. Specifically, inclusion is achieved when all employees experience respect, belonging, empowerment and fair progression.
To assist you in formulating a diversity and inclusion strategy that puts the lived experiences of diverse talent at the heart of your efforts, we have provided a sample slide deck for you to incorporate into your inclusion strategy day. We hope that this deck stimulates new thinking and helps you and your team to identify risks and opportunities on your journey towards inclusion.
Download the deck here.