3 best practice strategies to drive diversity & inclusion leadership

HR leaders need to look at diversity and inclusion from both the recruitment and succession planning perspectives to ensure the lifecycle of diversity leadership continues and grows, writes Purnima Nandy

Organisations across industries and geographies are waking up to include diversity and inclusion in their strategic plans as an answer to becoming more employee-friendly and competitive in the market. So, what is diversity and inclusion? Diversity can be understood as acknowledging individual differences and the unique blend of knowledge, skills and perspectives people bring to the workplace.


Diversity is identified as surface level and deep level diverse. Surface level diversity can include characteristics such as cultural background and ethnicity, age, gender and disability, for example, while deep-level diversity is understood by sexual orientation, religious beliefs, language and education to name a few. An inclusive culture is one where everyone feels valued and respected and is able to fully contribute.


However, being recognised as a diverse and inclusive workplace is more than just hiring diverse employees; it is about in the truest sense making them feel a part of the organisation without constantly being identified as different.


“This diversity fatigue in organisational leadership is a huge gap in truly incorporating diversity and inclusion into the organisation’s culture and DNA”


Below are a few best practices followed by organisations to ensure the success of their diversity and inclusion strategy:


  1. Recruiting a diversity and inclusion manager: Many organisations today have a separate department for diversity and inclusion often under HR leadership to handle challenges and issues of a diverse workforce. The role of a diversity and inclusion manager is broadly to iron out conflict and keep the heterogenous workforce motivated and to ensure that the organisational culture and environment is positive and engaged.
  2. Diversity goals in the team lead’s performance appraisal: Other than the business and team management goals, team leads and managers are assessed on how they are managing diversity in their teams. Diversity goals could include having projects to include a diverse team member, putting together team building activities or arranging for training sessions to upskill diverse team members and give them a fair playing field.
  3. Diversity and inclusion policy: Most organisations have put a diversity and inclusion policy into place to formalise this decision and to also protect and empower the diverse employees. Putting a policy into place gives all employees certain guidelines on what the organisation vision and goals regarding diversity are.

Source - Read More at: www.insidehr.com.au