5 ways diversity can help clobber COVID-19 and its consequences

Making change today forces many to think outside themselves and their immediate situation(s). Asking an employee to consider inclusion and diversity initiatives, when they’re focused on work and personal challenges, is a tall task and one that can trigger negative emotions and resistance

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Who’s interested: Primary – DEI Team and HR, Secondary – Senior Leaders

Takeaway(s):
– A diverse group of decision makers is about more than ideas – it’s also about better #riskmanagement
– “Logic alone will not galvanize…Emotions and stories are what prompt actions”
– Communicating effectively and gaining acknowledgment requires the “collective” to form a voice, remove confusion and add clarity, and set expectations for imperfection

ideascape view: Making change today forces many to think outside themselves and their immediate situation(s). Asking an employee to consider #inclusionanddiversity initiatives, when they’re focused on work and personal challenges, is a tall task and one that can trigger negative emotions and resistance. A simple first step, before launching new DEI programs, is for Leaders, HR and the Diversity team to use a #designthinking approach and structure interviews with different employee segments (25 – 30 in all). If you’d like more detail – send us a message.
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Boards Need Real Diversity, Not Tokenism

“Too often, we limit our understanding of diversity to identity-based differences. When we do this, we overlook diversity’s true force: the unique and varied expertise and experiences that, when integrated, drive problem-solving, improve decision-making, and expand our creative potential.

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