Strong inclusion strategies have three key elements – the what, the why, and the how
As with any strategy, inclusion strategies need a revamp or update from time to time. If your organization planned your DEI strategy several years ago, it’s time to revamp and perhaps even rebrand the work to ensure it continues to meet the needs of the communities it hopes to serve. A successful approach requires clarity on three key elements: the what, the why, and the how. This framework provides a roadmap for building a truly inclusive culture, emphasizing allyship and inclusive leadership.
The What: A Clear Definition
A clear and shared understanding of the work is called and what it means is fundamental. Diversity encompasses the multitude of ways individuals experience the world, including race, ethnicity, gender, sexual orientation, disability, background, experience, and thought. Inclusion, however, goes beyond mere representation. It’s about fostering a sense of belonging where everyone feels valued, respected, and empowered to contribute fully. As the saying goes, “Diversity is being invited to the party; inclusion is being asked to dance.” Without inclusion, diverse talent is likely to leave. Turnover rates for diverse employees are often significantly higher (2-3x) than for majority groups due to a lack of inclusive practices. Therefore, focus on creating a culture of inclusion, while also striving to be better represent the communities you hope to serve. Diverse representation is good for business outcomes.
Defining inclusion requires exploring the emotional dimension. Ask your team: “How do you feel when you feel included?” “How would you describe belonging?” “What does inclusion look like in action?” Use these insights to create a shared vision of diversity and incluion and communicate it clearly in training programs and team meetings. Make it a core part of how you operate.
The Why: Connecting with Purpose
Simon Sinek’s “Start with Why” principle highlights the importance of emotional connection. People are driven by emotion, not just logic. Therefore, it’s crucial to establish a compelling “why” for diversity and inclusion within your organization. Ask: “Why is this important to us?” “What happens if nothing changes?” “Why is this a priority now?” Actively listen to your team’s responses, clarify any questions, and articulate the core purpose of inclusion work. This “why” should be a constant reminder of the non-negotiable nature of inclusivity. Address even small instances of non-inclusive behavior, ensuring everyone understands expectations.
The How: Actionable Steps and Accountability
Many organizations jump straight to the “how” without establishing the “what” and “why.” This often leads to superficial solutions that fail to address the root causes of exclusion. The “how” involves creating a roadmap of behavioral changes and holding people accountable for achieving the desired outcomes. Ask: “What do we want to achieve?” “What does success look like?” “What actions are needed?”
Education and awareness are often the first steps. People cannot address issues they don’t understand. As your inclusive leadership journey progresses, you can incorporate thought leadership, community outreach, and measurable results. This is a long-term commitment, not a quick fix. Crucially, engage allies, particularly people with power, from the very beginning. Their influence and positions of power are essential for driving meaningful change. Allies can play a crucial role in speaking up, advocating for underrepresented groups, and amplifying their voices. Their active participation is vital for building a truly inclusive organization.
Next Pivot Point offers Inclusion Strategy & Roadmapping support for organizations looking to build an inclusion strategy for the first time, organizations looking to revamp their strategy, or for ERGs or individual groups looking to assess or create their own strategy and roadmap. Learn more about this service here and Schedule some time with our team today to discuss next steps.