Organizations that implement long-term D&I strategies can see significant improvements, such as a 20% increase in organizational inclusion, which translates to a 6.2 percent increase in on-the-job effort, a 5% increase in employees’ intent to stay with the organization, and a nearly 3% increase in individual employee performance. Gartner advises three steps for organizations to take in order to build long-term D&I.
Focus on your employees: To do this, D&I plans must be widely embraced by the company. Develop a D & I plan that addresses the specific challenges faced by the company and employees. Then communicate clearly to encourage organization-wide ownership of D&I objectives. Demonstrate to employees how they can directly help the company accomplish its D & I objectives.
Prioritize a metric that tracks overall progress: According to a recent Gartner survey, organizational D & I was the most significant talent outcome for D & I leaders. Even so, only 57% of companies use that metric to track D&I development, and many doubt it. The Inclusion Index from Gartner measures an organization’s capacity to establish an inclusive work environment across seven dimensions: fair treatment, decision-making, trust, and diversity. With this knowledge, leaders can modify their organization’s strategy to ensure that the most effective plans are developed and implemented.
Embed D&I into existing talent and business processes: To ensure enduring and consistent D&I outcomes, embed initiatives into existing processes. Talent management practices succession planning, hiring, and performance management—are the most susceptible to bias and should be embedded first.
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