D&I Governance and Leadership
Your organisation will be set up for success and act with a sense of urgency by:
- Framing of a compelling D&I mission.
- Assigning D&I governance, leadership and managerial responsibilities that ensure demonstrated leadership focus and cross-functional cooperation.
- Adapting your systems of performance setting, actions tracking and assurance.
- Creating a D&I strategy / plan that will convince and engage your workforce.
Raising Workforce Awareness of D&I Aims and Actions
The D&I aims of your organisation and the actions required to achieve them will be clear by:
- Developing awareness campaigns, with messages targeted to specific teams within your workforce, that focus on particular challenges and opportunities they face.
- Methods of conducting meetings, site talks and other discussions (in-person and digitally) that will bring out the best in all participants.
- Translating the D&I Plan into specific managerial and workforce actions, documented and assured using your existing procedural and management information systems.
The Impart-INCLUSION Engagement Model
A method of conducting workplace walk-throughs, involving face-to-face conversations, fostering a direct line of discussion with your workforce:
- Actively demonstrating the commitment of your leadership team to the principles of of accessibility, diversity and inclusion.
- Sharing stories of how these principles personally resonate.
- Generating great (and sometimes challenging) insights from your workforce, including those they may already be talking about amongst themselves.
- Giving and receiving feedback, via proven methods that maximise mutual discussion and ideas sharing.
(Extract) Photo by Simon Berger from Pexels
Supplier and Service Provider D&I Alignment
Extending your D&I strategy / plan to include the relevant considerations within your supplier and service provider arrangements including:
- Framing the imperative when engaging with current and prospective partners in tender, contract and service level related discussions.
- Gaining assurance from designers, suppliers and installers of workplace furniture and equipment that their design and installation has accounted for considerations of accessibility, including any special requirements of a specific team member.
- Reiterating the importance and jointly tracking performance during discussions throughout the outsourcing relationship.
- Identifying opportunities for inter-organisational learning and collaboration.
Photo by Kevin Blanzy from Pexels
Workforce D&I Values and Perceptions Surveys
Provide your team members with the opportunity to provide confidential, candid feedback:
- Based on a joint selection of criteria and associated questions according to your specific challenges and/or program maturity from the Impart-INCLUSION inventory of survey questions.
- Generating enterprise-specific insight into the related interest, concerns and possibilities perceived by your workforce.
(Extract) Photo by Jenna Hamra from Pexels
D&I Focus Groups
Delve deeper into the meaning and implications of on-site discussions and survey findings. Seek feedback on proposed responses and initiatives, and how best they are implemented.
Developing or Enhancing a D&I Self-Assessment Program
Incorporate criteria that assures widespread adoption of your diversity, accessibility and inclusion initiatives; including typical outcomes of desired leadership behaviours, seeking evidence of more inclusive engagement and changes in workforce diversity.
(Extract) Photo by asim alnamat from Pexels