I created this chart over 17 years ago and stand by it today as THE Elements that you will need to create a complete and Comprehensive Diversity Strategy and Organizational Change.
THE TOP MANAGEMENT COMMITMENT must be put into place first! That's CEO, not a designee and all members in the C-Suite!
Do the UPFRONT WORK, and set your VISION and OBJECTIVES. Goals need to be INTERNAL and external. That will keep you on course as you continue in MANAGING the CHANGE STRATEGY.
By the way, don’t keep diversity in the executive suite or just in the HR Department. MOBILIZING the COMMITMENT is critical to getting everyone to buy-in into diversity, Do it with increased COMMUNICATIONS: through the internal and external websites, speeches, meetings, etc.
Of course, so much of our thinking when it comes to diversity has been in EDUCATION and TRAINING and I bring a plethora of experience in that area.
RECRUITING: You must fish in many pools for both new and seasoned hires, as well as students. Scholarships: Conferences, websites like Indeed.com, LinkedIn.com, etc.
Once on-board, the next area to focus on is RETENTION, DEVELOPMENT and PROMOTION. Don’t forget WORK/LIFE balance with the FMLA, flex-time, job sharing , on-line classes and other creative work-from-home arrangements.
Finally, your diversity strategy should extend beyond the walls of your organization.
SUPPLIER DIVERSITY: Within your Procurement/Purchasing/Sourcing Department an organized plan is needed to ensure the diversity of your suppliers, vendors, and distributors, too.
COMMUNITY OUTREACH is also key: United Way, Boys & Girls Club, The Scouts, the School Systems, etc.
So, as you can see a Comprehensive Diversity effort is more than counting heads or workforce representation, it even goes beyond training. It’s being diverse in all aspects of the organization: from top to bottom, inside and out! SYSTEMS SUPPORTING CHANGE, not just a flash in pan is key. And when you are ready, implement a METRICS and REWARD SYSTEM.
Using this chart will ensure you are doing everything possible in unlocking the diversity potential and achieve lasting organizational change.