1. Articulating Strategic Goals
Many organizations have primarily focused on diversity because it is easier to quantify and measure. But defining and prioritizing strategic approaches to inclusion can differentiate business results.
2. Creating Accountability at the Board Level
Many organizations lack accountability in board and executive oversight of diversity, and especially inclusion. In reviewing the charters of a group of Russell 3000 board committees, most focused on diversity and demographic composition; only a few made reference to inclusive organizational culture or practices. Conversations with directors confirm that boards may not consider diversity and inclusion as separate concepts.
3. Broadening Performance Management Scorecards
Scorecards evaluating the performance of organizations and individual leaders tend to focus on lagging measures of diversity, instead of leading indicators that address inclusivity. By developing a set of metrics that address progress on key inclusion topics -- such as trust, respect, courage, fairness, flexibility, humility, empowerment and commitment – companies may be able to better predict and address issues around employee engagement and retention.