find your voice
Equity in Diversity is proud of both its perspectives today and how they will grow and change through experience and reflection.
Your reputation precedes you. Do you know what it is? From marketing to philanthropy to client engagement, each and every way an organization touches their community matters. With a strong reputation, an organization will attract top talent, set industry standards, and ensure their people feel comfortable speaking up at all times.
brand and reputation
Inclusivity requires trust. Leaders must take the lead to create psychological safety. Only when leaders are open and honest about challenges can they expect their people to do the same. Treating all people as a priority, from CEO to frontline, is essential. Demonstrating support of an organization's people's needs through policy and benefits are invaluable.
building trust
A great idea poorly executed remains a great idea, and nothing more. Effective execution requires audience preparation, clearly-defined governance, and the readiness to address and resolve challenges as they arrive. Without a well thought-out plan, including an effective communication strategy, organizations gamble with their investments and their people.
change management
Diversity data is complex and far-reaching. Snapshot, movement, and benchmark comparisons are essential to effective analysis. Data analysis can reveal weak points in process, demographics, and strategy. Equipt with that information, an organization can identify clear success metrics and make the best possible choices to support growth.
data foundations
Employee Resource Groups (ERGs) are one of the most valuable assests of any organization. They foster connections across functions and cultural awareness even in their earliest stage of development. At full maturity, ERGs can serve as one of an organization's primary sources of insight to the needs of their people and communities.
employee resource group empowerment
If the outcome of a commitment doesn't influence next steps, it's not a commitment. It's a suggestion. An organization cannot identify success if it didn't define what what success looked like in the first place. Role clarity, responsibilities, clear goals, and an understanding of the impact of achieving those goals are vital to any program development.
goals and accountability
Stand out or be the crowd. A unique voice, vision, and commitment allows an organization to demonstrate depth and thoughtfulness of strategy. As more and more organizations develop diversity strategies, it's important that the resulting messaging reflects an organization's unique purpose and vision. A message that can apply to any organization isn't good enough.
individuality
Diversity management requires a significant amount of partnership and support. That said, what it takes to influence people varies widely. To influence well, you have to understand and be prepared for various audiences. Some leaders are moved by storytelling, others by data, and for some, the focus is on process excellance. Adequate preparation is essential.
influence
An organization that has no position has a position, and it is at risk as being seen as a lack of care and concern. Not acknowledging cultures and current events demonstrates a choice not to acknowledge what people may be experiencing and feeling. Without clear criteria for taking any position, organizations put themselves at significant reputational risk.
politics and current events
Never. Diversity specialists' primary responsibility is to investigate, identify, and resolve the presence of harmful unconscious (and sometimes conscious) bias. Unconscious bias is essential to human evolution. As long as human being are human beings, there will be biases run askew. The field of diversity will always evolve with the times to align to the current need.