You need to promote inclusivity to doubtful stakeholders. How do you make them see its value?
To make stakeholders see the value of inclusivity, it's essential to highlight its positive impact on company culture and performance. Here's how you can effectively convey its importance:
What strategies have you found effective in promoting inclusivity?
You need to promote inclusivity to doubtful stakeholders. How do you make them see its value?
To make stakeholders see the value of inclusivity, it's essential to highlight its positive impact on company culture and performance. Here's how you can effectively convey its importance:
What strategies have you found effective in promoting inclusivity?
-
Highlight the benefits inclusivity brings: improved team performance, innovation, and employee satisfaction. Share real success stories and data showing positive outcomes. Engaging stakeholders with concrete examples can shift perspectives. 🌟
-
Often people don’t realize they are not being inclusive. Share real examples of non inclusivity at the workplace. Engage stakeholders on their experience with non inclusivity and how it impacted them. Then share research showing how inclusivity impacts business results. Once you have their buy in, then get them to commit to action.
-
Driving change is challenging at the best of times. Without clearly articulating your intent, the necessity for change, the compelling ambition behind it, and the risks of inaction, it becomes nearly impossible. It starts with a powerful and engaging story that highlights the need for change and the benefits of embracing DEI. From there, connecting people to this narrative and backing it up with tangible actions is essential. The case for change differs across organisations, but it typically stems from one or more of these drivers (or a combination of): Legal: We have to do this. Moral: It's the right thing to do. Commercial: It will positively impact the bottom line.
-
Homogeneity brings only one type of answer, leading to a devastating organizational phenomenon : Groupthink. The best progresses are made when a variety of complementary mindsets collaborate and innovate new ideas or solutions.
-
It is important to help the stakeholders to see the "stake" of not embracing inclusivity, which could be losing their key talents, less strong team collaboration, not able to attract a wider customer base, etc.
-
Inclusivity breeds insight and innovation. Give examples. In archaeology- academics thought spindles were prayer tools until they included women. They had no idea what other tools were used for until they asked local labourers. They didn't understand why blades were kept in the rafters until they asked mothers! A local rumour is that an NHS trust was to be renamed "Tyne Wear And Tees" until a cleaner saw the acronym of the new letterhead being printed... Assuming you have the right people in the room to answer all questions is a huge mistake. Show key stakeholders the impact of NOT being inclusive with memorable stories and data. In my experience, this is what works to encourage them to make decision making processes much more inclusive.
Rate this article
More relevant reading
-
Executive ManagementWhat are the best practices for creating a diverse and inclusive work environment?
-
Corporate Social ResponsibilityHow do you create a respectful and inclusive CSR team?
-
Change ManagementHere's how you can equip yourself for the future of diversity and inclusion in the workplace.
-
Conflict ManagementWhat are the best strategies for building a diverse and inclusive team that works well together?