You want to create a diverse and inclusive strategy. What are the most effective ways to do so?

Para criar uma estratégia diversa e inclusiva, é essencial ir além das políticas tradicionais e abraçar uma abordagem que valorize as diferenças como fontes de inovação e crescimento. Uma maneira eficaz de fazer isso é promovendo um ambiente onde todas as vozes sejam ouvidas e respeitadas, implementando programas de mentoria que celebrem a multiplicidade de perspectivas. Além disso, é fundamental garantir que os processos de recrutamento e desenvolvimento profissional sejam transparentes e acessíveis, eliminando barreiras que possam impedir a participação plena de talentos diversos.

To create a diverse and inclusive strategy, I’d prioritise representation and equity across all aspects of your business. I’d start by actively recruiting and retaining diverse talent, building an inclusive workplace culture that values and respects individuals' backgrounds and perspectives. I’d make sure to Implement diversity training and education programs to promote awareness and understanding among employees. Ensure diverse representation in decision-making processes and leadership positions. Collaborate with diverse communities and stakeholders to inform and shape your strategy. By embracing diversity and inclusion as core values, you can create a more innovative, resilient, and socially responsible organization.

In my experience, effectively leading an inclusive action plan requires embodying the changes you wish to see. If you're urging colleagues or business units to adopt new inclusive behaviors, you must lead by example. Success is unlikely when the plan's implementer does not actively demonstrate the desired changes.

Employee Involvement/Representation either per Rank/Function - Voluntary or by Invitation (tapping the most influential or vocal employee maybe considered) Participation maybe done by forning an Adhoc Team. Their involvement from the Planning Phase up to the Execution of the Programs may be an effective approach to gather directly the pulse of the employees, ownership & commitment, and serve as the Program Ambassadors to the other employees.

Communications is the tool that will embed your strategy. Identify influential groups/persons that drive opinion and behaviors. Bring them onside with collaboration and empowering their voice and activities which are inherent endorsements of their support of your strategy. Manage these critical relationships, they are your long term strategy to embed your inclusive agenda. On the communications front, continue to tell the stories that speak to the culture and ally with executive champions of your agenda. Connect your influence groups to your executive champions and watch your strategy bear fruits. Effectiveness at all levels of your organization. Bottom to the top.

Seek outside input. We are often blind to our own biases. Hire a DEI expert specialised in your sector. To choose a consultant wisely, inquire into their inclusion method. Do they implement design and systems thinking solutions ? Are they recommending awareness and education approach ? As well, our current employees and customers need to be heard. Their experiences yield valuable insight into DEI problems and solutions specific to company and product. Finally, DEI policies evolve. Commit to quarterly check ins, attend DEI conferences and webinars, and read literature on the subject. This is also the method if hiring outside counsel is not an option.