Diversity Today

Inclusion is about people in relationships that honor and nurture diversity in all its forms. When we have the courage to see each other's gifts, we are strengthened. One of the most valuable gifts is the rich diversity in each of our communities. However, diversity does not just materialize. We need to reach out and welcome diversity consciously. When we do, we are all richer. When we don't, our life experiences are narrower and unnecessarily constrained. EMI Expo Inc., with our production of “The Multicultural and Diversity Expo” you will learn from the stories of others who have struggled and learned from welcoming diversity.

Does Your Diversity’s Business Case Add Up?

Today, employers are spending Billions of dollars on diversity programs, but there’s little evidence of improved business performance, financial results, or accountability. Meanwhile, discrimination cases are on the rise. How will your diversity goals be achieved? "The business case rhetoric for diversity is simply naïve and overdone. There are no strong positive or negative effects of gender or racial diversity on business performance" says Thomas A. Kochan, a professor of management at MIT’s Sloan School of Management, bases his conclusions on a recently completed five-year study of the impact of diversity on business results. The investigation involved a detailed examination of large firms with well-deserved reputations for their long-standing commitment to building a diverse workforce and managing diversity effectively. At a time when charges of racial harassment are way up, and racial discrimination class-action lawsuits are enjoying a renaissance, diversity programs are flourishing. Organizations appoint diversity officers. They hire diversity consultants, coaches, and trainers. They adopt diversity scorecards, benchmarks, and best practices, and send executives to diversity conferences and leadership academies. But despite the astonishing number of products and services--ranging from the worthy to the banal--one item is in very short supply: hard metrics for measuring performance results or the return on diversity spending. The Keys to a Successful Diversity/Inclusion Initiative Program begins with proper Assessment and Measurement. One of the major errors that companies launching an inclusion initiative make is to "move to action" without taking the time to understand what their real issues are. To avoid this common pitfall a three-step approach is advised for building and sustaining a diverse and inclusive work environment. This approach entails 1) collecting the right data, 2) interpreting that data so you know what and how to improve, and 3) developing a strategy to achieve that improvement.

Collecting the Right Data

Data, of course, means information, quantitative and/or qualitative, that lets you know what your current situation is relative to your company’s diversity and inclusion objectives. Without comprehensive, accurate, and timely data, you run the risk of wasting time, money, and other resources on the wrong issues. Or you can easily mistake the symptoms of a problem for the underlying root causes. Reliable data gathering "tool kits" should include:

It is best to find a consultant who will partner with your company to apply these tools. They should, of course, be highly trained experts who have gone through a rigorous certification process. With input from senior management, they are able to determine what the right tools are for each situation and provide guidelines as well as support material for every step of the process to ensure success.

When the consultants analyze and interpret the data they focus on the key themes or patterns that most closely relate to the company’s stated diversity and inclusion objectives. Throughout the data gathering and interpretation process, the consultant is careful to safeguard the anonymity of individuals who participate in interviews, focus groups, or surveys. Trust in the process is essential in order for people to speak openly and honestly about their perceptions and experiences.

Developing an Effective Strategy

A consultant should work closely with the designated company executives to review the findings and recommendations for moving forward. Based on those recommendations company’s typically prioritize and develop those action steps accordingly. In order to ensure success, the consultant helps develop systematic methods for monitoring the progress and documenting results. Data Interpretation, and Strategy are best viewed as an ongoing cycle of continuous learning and continuous improvement as your organization maximizes the benefits of diversity and inclusion to achieve its business goals.