Diversity and Inclusion (D&I) is rife with its own buzzwords, and this can have a negative impact on the intended outcome. One way to ensure success in your D&I initiatives, ask yourself if you fall under one of the following categories:
The organization forces new-hires to adopt their status-quo culture and practices, requiring employees to conform to “the way things are done here.”
The organization recognizes your differences, and expands its offerings to new culture groups headed by representatives of that culture.
The organization shifts its culture (or aspects of it) to serve the unique qualities of different groups. This has the added effect of blending cultures together, even when these cultures seem separate and distinct. For example, clients with individualist could value from a communication style or preference found in collectivist countries.
By asking yourself which category defines your cultural approach to D&I, you’ll be less likely to succumb to the pitfalls of a “check-the-box” approach to bringing in new talent that should expand your cultural awareness.
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