D&I officers / HR / Talent Managers - how do you create a genuine roadmap for diversity and inclusion without it being a tick box exercise?
I’m doing a piece of research about the broader picture of total inclusion beyond just POC.
What are the challenges in doing so, if any?
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Replies6
- Thanks, @Pip Jamieson. From experience I would say its best to avoid a "one size fits all" or "silver bullet" mentality. Every company is different and creating a genuine roadmap is about really being honest about what a company truly needs, and not just doing various popular training etc, because everyone is doing it. A company that genuinely wants to change might need access to a community via a channel they haven’t thought of, issues with leadership and/or company culture or looking at their hiring practices. Once a company is aware of those issues it’s far easier to make lasting changes as then you are hitting the root of the problems and not just hacking away at the bad fruit. It also has to go beyond HR and involves the whole company from the leadership down to the junior members of staff. We have worked with companies with @wearestripes that have allowed themselves time, space and money to really understand it’s own challenges with D&I and really make strides in changing. Happy to discuss further. Drop me a DM. Hope that helped.
- Thanks @Pip Jamieson. @Lauralee Whyte - I have seen great success when senior leadership is engaged. Groundswell change isn't enough. It has to be a bottom up and top down approach. There also has to be a plan, I often see momemtum dissipate because there are lots of iniatives but none of it is joined up and given the neccesary resources to have a lasting impact. Always happy to advise further if you drop me a note at tolu@weareutopia.co. I hope that was useful
- @Tolu Farinto, @Ali Hanan & @Nene Parsotam should have some brilliant tips re this :-)
- Speaking with hiring managers often as a Recruiter/ Researcher, I've found that they like to hire someone that is like them or they can get along with. Having more senior people from diverse backgrounds (sorry to say but, people who tick the boxes) in positions of power to hire, will allow for more diversity and inclusion to trickle downwards in organisations. But that's just my opinion, hope it helps :)
- Although not any of those professions, i feel like its where theres positive discrimination taking place, more agencies brining in speakers to teach about unbias training, teach about emotional intellect, educating seniors about instatutional racism, demonstrating a commitment to growing, companies implimenting role models and mentors, making sure your mentors are taught by people like creative mentor network, as it really makes sure they are able to mentor.
- Hi, Lauralee, happy to help where I can. Previous work with The FA.
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