Consulting: diversity & inclusion talent management

Diversity and inclusion consulting in the workplace doesn’t have to be as complicated as it may seem. We discovered that developing a D&I strategy is as simple as addressing five main objectives: Actionable, Impactful for Business, Customer Focused, Measurable, and Sustainable. 

Let’s dive into our five-step strategy on achieving these objectives.

Step one – consulting assessment

The first step requires an assessment of the current state of relationships between employees or stakeholders and the opportunities or challenges that relate to D&I.

Why is this important? 

This step determines how leaders understand the importance of D&I in their business, how employees understand their expectations and how the customers hold their expectations for the organization. 

All of these work together to build a solid foundation of understanding underlying factors.

Step Two – Issue Identification

Step one laid out the original research to locate pre-existing mindsets. 

Issue identification finds the most critical diversity and inclusion areas that can help a business jump on opportunities and work through challenges.

Step Three: Strategy Development

Strategy teams with subject-matter experts and key stakeholders are responsible for developing D&I strategic content including SMART goals, strategic drivers, metrics, action plans, owners and accountabilities. 

A pyramid shaped model of this step indicates that actions plans are the base while metrics, strategic drivers, goals, and then vision sequentially create the top of the pyramid.

This step also requires program design that includes vital requirements including employee mentoring, product innovation, and customer acquisition.

We recommend working with our team at Cockerham & Associates to get this step off the ground.

Step Four: Strategy Implementation

Now that the work has been done to identify problems and opportunities, it is time to put the plan into action. 

Organizations should highly consider supporting fundamental areas including communications, HR, community affairs, operations, corporate strategy and marketing to gain the most impact from their newly implemented D&I efforts. 

Remember that these consulting strategies will also change other parts of your company and its culture, but it’s for the best.

Step Five: Evaluation and Monitoring

Finally, monitor how your organization is changing with ongoing measuring and reporting of progress. Quarterly reviews are an excellent way to break down the performance of the strategy and to identify potential challenges that might be slowing down any anticipated progress.

We recommend Stratus TMS (software name forthcoming) to monitor the success of your D&I strategy implementation.

Launch your D&I expansion today

Following these guidelines for D&I expansion can help you accomplish your short-term and long-term aspirations. This plan prioritizes people by allowing them to contribute their thoughts and opinions during the first step. 

Unsure of how to get started? Contact us. 

Ready to check out the software that can help you launch your strategy to the next level? Schedule a demo.

LinkedIn: My team at Cockerham & Associates has developed a Diversity & Inclusion Talent Management guide that highlights the importance of developing a Diversity and Inclusion Strategy for an organization. This blog breaks down some of the article’s essential components that detail ways in which an organization can develop an effective plan to expand D&I.

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