In my previous article, I briefly explained why companies should embrace diversity and inclusion, and how doing so can be a win-win all around. Businesses can develop better connections with customers and employees; stay ahead of the curve rather than behind it; and, ultimately, benefit financially from successful D&I initiatives.
But let’s be clear: D&I goals should apply to employees on all levels — from the boardroom to the basement. And as I mentioned in Part 1 of this series, it’s up to the CEO and board members to lead the charge on D&I, communicate the goals, explain why they matter, and then strategically work to meet them.
Ideally, top-level executives and board members would reflect the customers they serve as well as the employees they lead. But if your C-suite and boardroom are still what Forbes calls “pale, male and stale,” here are three simple ways to make them more diverse:
Join Organizations that Champion Diversity
Numerous organizations champion diversity and inclusion in the workplace, and joining one is definitely a step in the right direction. The National Diversity Council, for example, makes a strong push for D&I through corporate partnerships, advocacy efforts and education. Their offerings include a diversity certification program; leadership development training; conferences that address initiatives for women, the LGBT community and college students; and summits and training events specifically for senior managers.
Many leaders don’t recognize the lack of diversity within their company, NDC founder Dennis Kennedy said in a recent interview with Medium’s Authority Magazine. D&I training and other resources can help, he says.
“Most companies have multicultural workforces, but monolithic executive teams which can remove the diversity of thought needed to recognize shortcomings. Often times, people do not realize that there are disparities happening when they are not on the receiving end. Due to their limited experiences, they do not understand the issues faced by others. It is not because they are bad people, but rather that they have not received the proper training to understand the issues affecting the American landscape.”
With more than 400 corporate partners and over 120 events annually, the NDC has a presence in 28 states as well as internationally through the Global Diversity Council.
Promote From Within
Take a good look at your existing diversity talent to identify qualified employees who may have been overlooked. You may be surprised to find that your next potential board member — or even the next CEO — is right under your nose. Invest time and the necessary resources to coach, train and develop workers for next-level career moves. Employees who feel valued tend to stick around at the company longer, and they are motivated to bring their best ideas to the table.
If your pool of diversity candidates is slim, however, revamp your recruiting efforts by advertising in minority media outlets, or having recruiters attend job fairs sponsored by organizations such as the National Black MBA Association, National Association of Asian American Professionals, or the Society of Hispanic Professional Engineers.
Start a Mentorship Program
According to a report by Diversity Best Practices, 80 percent of companies surveyed either had formal diversity mentoring programs or were in the process of establishing them. Mentoring boosts retention and advancement, helps employees’ career tracks and are an effective way to measure their internal impact.
If your company doesn’t already have one in place, start a one-on-one mentorship program with senior management that will allow existing diversity talent the opportunity to rise in the ranks. Determine the right type of program for your company. A formal program, for example, typically requires more training, but it encourages more collaboration between mentor and mentee. On the other hand, an informal program is less stringent and makes mentoring easier. However, it also has the potential to peter out if there is no hardcore oversight.
To wrap up, building a diverse C-suite and executive-level team is not easy, but it is absolutely possible. Strategic messages about D&I must come from the top down — and top-level executives must lead by example.
Next week: 5 Companies That Rock at Diversity & Inclusion
Jeff Chaponick is CEO of MAC Diversity Recruiters, an international search firm that partners with companies of all sizes, including companies such as Deloitte, Nike, and Marsh & McLennan, to help them reach their diversity talent goals. Jeff is on the Board of Directors for the Texas Diversity Council and the National Diversity Council. He also is a member of various professional organizations that help address the disparities in hiring among traditionally underrepresented groups.
