A culture of inclusion is a must to harness the dynamism that diversity brings. Trying to “recruit diversity” is virtually impossible if the organization does not have a culture that supports a diverse employee base. All employees must feel valued, included and empowered. Fair employment practices are a basic prerequisite. These include a strong non-discrimination policy, equal pay practices and a welcoming work environment where all voices are heard – where people feel safe to propose new ideas and ideas are considered regardless of age, background or experience level. Outside perspectives and diverse voices get airtime. Innovative twists on old and new problems are considered. Agility, risk-taking, bold thinking and action orientation are rewarded. Decision-making authority is shared. Feedback is clear, actionable, and has a real focus on what is working well and going right. Leaders and the teams share credit for successes. Furthermore, when traditionally underrepresented groups achieve a level of critical mass, it is easier for all to feel included. This all means that employees are free to contribute to their full potential.

A successful diversity and inclusion strategy starts at the top. The CEO must own it, promote it and live it as a business imperative. It takes courage to proactively foster diverse viewpoints and perspectives throughout the organization. For organizations that have had traditional hierarchical administration that was comprised primarily of white men, such a change feels disruptive. Leadership must drive impact, invention and innovation, even if uncomfortable disruption is required. Change comes when all employees find senior management goes to bat for compelling ideas regardless of the source and when leaders model behaviors of inclusivity and promote actionable ways in which employees can feel an integral part of the team. Committed leaders demonstrate they value diversity and inclusion through words and action. They implement practices and procedures and supply the resources to help diverse teams engage and flourish. Management tools like training and technology are deployed. A culture of innovation, which is built upon a diverse and inclusive workforce, is integrated into the compensation system. Budgets, communications, management systems, and metrics that track diversity and inclusion all reflect this priority.

Give your organization every opportunity to perform to its peak potential and strengthen your organization by making diversity and inclusion a strategic priority.

Stuart Levine

Stuart R. Levine is Chairman and CEO for Stuart Levine & Associates and EduLeader LLC. He can be reached at 516-465-0800 or [email protected].