Organizations that implement long-term D&I strategies can see significant improvements, such as a 20% increase in organizational inclusion, which translates to a 6.2 percent increase in on-the-job effort, a 5% increase in employees’ intent to stay with the organization, and a nearly 3% increase in individual employee performance. Gartner advises three steps for organizations to take in order to build long-term D&I.
Focus on your employees: To do this, D&I plans must be widely embraced by the company. Develop a D & I plan that addresses the specific challenges faced by the company and employees. Then communicate clearly to encourage organization-wide ownership of D&I objectives. Demonstrate to employees how they can directly help the company accomplish its D & I objectives.
Prioritize a metric that tracks overall progress: According to a recent Gartner survey, organizational D & I was the most significant talent outcome for D & I leaders. Even so, only 57% of companies use that metric to track D&I development, and many doubt it. The Inclusion Index from Gartner measures an organization’s capacity to establish an inclusive work environment across seven dimensions: fair treatment, decision-making, trust, and diversity. With this knowledge, leaders can modify their organization’s strategy to ensure that the most effective plans are developed and implemented.
Embed D&I into existing talent and business processes: To ensure enduring and consistent D&I outcomes, embed initiatives into existing processes. Talent management practices succession planning, hiring, and performance management—are the most susceptible to bias and should be embedded first.
Looking for Executive Search Firms in Vancouver?