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Building a D&I Management Programs

Starting a program to advance diversity and inclusion can be called organizational development. In a startup or new organization, diversity and inclusion work can be built into structure and processes from the beginning. Programs should be selected based on issues identified in a strategic plan or other efforts to define data-based goals. As with individuals, reaching organizational diversity competence is a process of awareness, understanding, and action. Effective diversity training, mentoring, and other learning programs can increase the likelihood of success. Another important factor about infrastructure is the alignment among various parts or processes of the organization. Misalignment often limits the success of efforts to improve because different programs contradict one another. Routine monitoring of hiring, placement, and promotion practices is important for overall business success as well as the diversity and inclusion effort. Also needed is an overall assessment of alignment among systems for appraisal and reward, compensation, and training and development, as well as general HR policies and procedures and employee benefits. Organizations vary in history and culture, employee characteristics, external environment, competitive challenges, relevant expertise, and many other ways that can affect the success or failure of programs. Diversity professionals rely on expertise and consensus to devise a plan that is likely to be successful.