Issue link: https://resource.opensesame.com/i/1462662
Diversity, Equity & Inclusion | www.opensesame.com | (503) 808-1286 | 4 The basis for any kind of Diversity, Equity & Inclusion plan – and an essential element for driving business – is for leadership to establish organizational values and communicate them across the enterprise. Top executives must support, reinforce and demonstrate these beliefs and involve other key stakeholders to establish the mission and vision from the beginning. Successful organizations establish trust, transparency, and accountability as the primary conditions for enduring employee and customer relationships. Trust and transparency speak to leadership's ability to create a safe, welcoming and equitable place for all employees to work and to be open about its beliefs and processes. Accountability serves as the checks and balances with measurable systems deployed to evaluate and ensure results. STRATEGY 2 Establish and Demonstrate Strong DEI Values for Greater Business Impact 3 out of 10 organizations do not set any DEI goals. 1 44% of organizations take steps to keep workers and customers safe. 2 To demonstrate that trust is well-placed, organizations must show their belief in: Creating and sustaining a safe and productive work environment. Designing an environment where the unique attributes of each person are understood, valued, respected and utilized. Offering equal opportunities for career growth. Evaluating and rewarding performance equitably and equally. Corporate responsibility that includes supporting the communities and markets they serve. Accountability starts with a full assessment of the current state of DEI, committing to a new organizational vision and the steps to get there, and creating effective measures to gauge success. The responsibility for the success of the DEI vision permeates all levels of the organization: Talent-acquisition professionals should have specific Diversity, Equity & Inclusion goals. Employee Resource Groups (ERGs) should have specific objectives. Leaders should also have specific inclusion targets and progress markers with performance and compensation tied to the results. 1 Brandon Hall Group, Diversity & Inclusion Benchmarking Study, 2020. 2 Brandon Hall Group, Diversity & Inclusion Benchmarking Study, 2020.