DIBs must be more than an HR initiative, check-the-box exercise and a lunch-and-learn topic. It must be embedded throughout the entire employee experience. This video shows you how to integrate DIBs into the DNA of your organization and employee experience (i.e. recruiting, onboarding, performance, promotion—moments that matter) and why it is important.
- The reason why I fixate on the emotions and the opportunity is because the thing I call belonging gets threaded throughout everything. It's not a destination, it's a journey. It's personal; it ebbs and flows; and over time, with different proof points, it gets stronger and richer, like your family. And if you just talk about diversity as a point in time, like diverse slate, let's use a Rooney Rule, let's look at diversity of pay parity. You reduce this whole thing in such a small way, like it's a process and not a human thing. And humanity deserves to be in the DNA of every company. It deserves to be part of how you think through how I court you, how I welcome you, how I just straight talk. What's the job? What's good, what's bad? You're going to come in and know I'm lying if I think everything's great and then you walk in like, "I don't have tools. "I have no process. "I have no one to talk to." Oh, did I not mention that? So I think if you approach DIBs at the highest level as if it's an initiative, you already failed in a major sense because you disaggregated it from running a company. You made it this other thing and it's not another thing. You already have it in your DNA. Now your choice is do you make it a healthy body, an ecosystem that is fair and equitable along its whole lifecycle? Or do you treat it as other and therefore ignore what you already have. Because if you listen to what you have, you're going to find opportunities. And the world keeps changing. The social, political climate changes. The battles that happen around us change the dynamics and how we show up. And company is always evolving and so diversity, inclusion, belonging, and nurturing all that in the right way is in every decision point and every behavior we take every day.
- Determine what prevents a company from being equitable.
- Explain the importance of storytelling.
- Construct how an interview process should work that would enable you to hire diverse talent.
- Describe the purpose of listening to employees.
- Determine the factors for choosing DIBs role models in a company.