The mission, vision and values reflects the robustness of the organisations.
They are the construct of an Organization and the legacy is in the hands of
every employee who gets associated with it.
Of late, Diversity and Inclusion forms an integral part of every organization to
bring diverse talents and also to create competitive advantage in the industry.
This also integrates perspectives and respecting unique needs and demands
commitment, Intent and Divergent Thinking by the Leaders to create culture of
According to Malcolm Forbes- “Diversity is the art of thinking independently
To achieve this let’s ponder how much organizations are ready to take on
I have purposefully used the word READY instead of friendly.
The readiness includes acceptance, and the level of mindset shifts of
Leaders and their own trainings of unconscious bias.
The culture and leadership flows Top to Bottom - and as it is said –
“Success is where preparation and opportunity meet.”
The organizations will have success with D&I only when they prepare
themselves and get ready to take on responsibility of retaining Diversity.
There might be metrics on the ratio of woman being hired, LGBTQ, Veterans
hiring and PWD.
Yet, the career growth of these diverse resources reflects the readiness of
A simple way to check whether your organization is ready or not?
While you hire and position the diverse resources, where are you positioning
If you are ready with their talents then are you positioning them
appropriately where they can use their values, talents and experience?
And the organizations are not ready; they will hire them to place them at
entry level positions aligned to their peers who would be just beginning
The success of this pillar depends on the readiness of these Organizations.
The employees will be psychologically protected only when following metrics
are also well thought along with the execution-
them growth in their career.
It’s a thumb rule the employees always wait for the leaders to understand
the coordinated layout for any initiative and the same is applied on D&I as
If the positioning of diverse resources is not done mindfully by the leaders
based on their Human Skills and Leadership the second element of this pillar
“Inclusivity” will always be unachievable.
- Are all underrepresented ethnicities given a conducive environment
and maintainable consistency?
- Are these metrics hold some grounds of positioning at all levels?
- How many of them are in the critical roles ?
- Are Organizations accountable for biases associated with them.
- Essentially, the metric of Pay Parity should be maintained to give
What are the principles of diversity?
- Having Dynamic Leadership
- Knowledge based Culture of Respect- Knowledge to know the varied
needs of the Diversity.
- Active Training to reduce the degree of biases.
- Conversationally Q - To Handle Difficult Conversations to have
conscious awareness of not labelling people.
- Fixing Performance Evaluation
- Building culture of T T R- Trust, Transparency and Respect.
Strategic perspective of hiring diversity
Having D&I as one of the core values also integrates your business level
strategies and accordingly action should be taken to gain Competitive
advantage in the industry.
As a Cost Leadership Business Strategy the focus is to maintain and have a
check on the costs.
The costs of hiring and majorly their retention phase reflects the cost in
the organisation. The Performance of diverse resources reflects the training
and culture of Inclusivity.
As a focussed strategy while hiring D&I all the above mentioned questions
should be well thought of. Business has to care about the diversity to
reduce their lawsuits and cost related to it.
It is interesting to see that Human Capital also affects the cost to the
organization in an intangible way by directly affecting its Brand Equity.
According to Steven Covey-“Strength lies in the difference and not in