How do you ensure inclusivity without stalling progress?

Inclusivity and progress are not mutually exclusive; in fact, they are mutually reinforcing. Research shows that diverse and inclusive businesses outperform their homogeneous competitors in innovation, employee retention, talent recruitment, profit and many other business metrics that lead to long-term growth. A diverse, inclusive workforce leverages the knowledge and experiences of a broader cross section of society and helps bring the business closer to the people it serves. However, creating an inclusive culture and promoting diversity is not a one-time event or a checkbox to tick. It requires ongoing commitment, action and accountability from all levels of the organization. Here are some ways to ensure inclusivity without stalling progress:

• Set clear and measurable goals for diversity and inclusion. Define what success looks like for your organization in terms of representation, engagement, belonging and equity. Track and report on your progress regularly and transparently. Celebrate your achievements and address your gaps.

• Align your diversity and inclusion strategy with your business strategy. Identify how inclusivity supports your mission, vision and values. Communicate how diversity and inclusion contribute to your competitive advantage, customer satisfaction and social impact. Align your policies, processes and practices with your diversity and inclusion goals.

• Engage your leaders and managers. Leaders and managers play a key role in modeling inclusive behaviors, fostering a culture of trust and collaboration, and empowering their teams to perform at their best. Provide them with training, coaching and feedback on how to lead inclusively. Hold them accountable for their actions and outcomes.

• Empower your employees. Employees are the driving force behind your organization’s progress. Provide them with opportunities to learn, grow and contribute to your diversity and inclusion efforts. Encourage them to share their ideas, feedback and experiences. Recognize and reward their achievements and contributions.

• Leverage your networks. Diversity and inclusion are not only internal matters; they also involve external stakeholders such as customers, suppliers, partners, investors and communities. Build relationships with diverse groups and individuals who can offer insights, perspectives and opportunities for your organization. Seek their input, feedback and collaboration on your products, services and initiatives.

• Innovate with diversity. Diversity is a source of creativity, innovation and problem-solving. Use diverse teams to generate new ideas, explore different options and test different solutions. Incorporate diverse perspectives into your design, development and delivery processes. Ensure that your products or services are accessible, inclusive and relevant for your diverse customers.

• Embrace change. Diversity and inclusion are not static; they evolve over time as your organization grows, changes and faces new challenges. Be open to learning from your successes and failures, from best practices and benchmarks, from feedback and data. Be willing to adapt your strategies, tactics and actions as needed.

By following these steps, you can ensure inclusivity without stalling progress in your organization. You can create a more inclusive business that benefits from the diversity of its people, customers and partners.