You’re ‘doing diversity’ wrong again. Here are 5 ways to get it right

As we speak to a variety of DEI teams, oftentimes the pressure to act immediately (validate their value) outweighs the ability to strategically evaluate what can and will move the needle in certain pockets or across the organization. This gap hasn’t dissipated, rather it is wider now with weight of external organizational forces.

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Takeaways:
– The vast majority of the DEI roles posted have little to no connection to strategic planning, are far removed from the C-suite or senior leadership, and are still nestled in quiet corners of HR
– Align DEI roles with functions responsible for organization-wide goal setting and strategic planning
– Effective CDOs have the unique ability to make critical connections between these functions and concepts of equity and inclusion.
– CDOs have to be innovative in their approaches and work cross-functionally to leverage the expertise of diverse teams in order to produce impactful and even revenue-generating solutions for the organization.

ideascape View: We love the call out to #strategicplanning and cross-functionality of the CDO role. As we speak to a variety of DEI teams, oftentimes the pressure to act immediately (validate their value) outweighs the ability to strategically evaluate what can and will move the needle in certain pockets or across the organization. This gap hasn’t dissipated, rather it is wider now with weight of external organizational forces. The question we have is – do you need a partner to minimize that gap? We can help.

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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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