Creating a DE&I strategy that links to your business values requires the full support of the CEO. They need to take a public stance in favour of the policy and make it clear that this is also a priority for the organisation. They need to ensure that the policy is rooted in the organisation’s purpose. It should be reflected in all aspects of the company culture. Lastly, they need to take responsibility for progress toward goals. They should be transparent about implementing the policy’s successes and adapting to meet challenges.
By taking these steps, the CEO can set the tone for the entire organisation and create a truly inclusive environment. With a more inclusive work environment, more employees can align their personal values with that of the business, motivating them to work harder.
Most organisations today recognise the importance of diversity and inclusion. However, many still treat it as an HR issue to be managed rather than a core ingredient in their business list of poland consumer email strategy. This is a mistake. Businesses should embed diversity and inclusion in all aspects of the organisation, from the way they run it to the way it interacts with customers.
When a business embraces and implements a DE&I strategy, it will garner recognition from those who align with its values. The Harvard Business Review study shows that business values that display diversity and inclusion at the forefront experience a grand 167% increase in recommendations.
This display of innate corporate values starts at the ground level. Therefore, companies need to review the presence of systemic bias – that is, bias built into the structure of organisations. Systemic bias can take many forms, from how you write job descriptions to using screening tools that favour certain groups of people.