Leveraging Intentionality to Drive Behavior and Culture Change
While most business leaders now believe having a diverse and inclusive culture is critical to performance, they don’t always know how to achieve that goal. As D&I leaders, it is our job to ensure that inclusion and diversity are clearly defined and communicated by leadership and that every opportunity is taken to articulate examples of how the company and its people are living its values.
What leaders say at every level, how they say it and then move to actualize it, are often very revealing about where an organization is on its inclusion journey. For this reason, organizations should pay as much attention to the science – or the qualitative indicators — as well as to the art of creating their desired inclusion profiles.
Multiple factors contribute to the current state of inequity in the workplace. Unconscious bias can affect even seemingly open-minded employees. Additionally, organizational constraints such as underfunding of the D&I function, silos, and lack of rewards or recognition for D&I can impede progress.
Many organizations view D&I as a series of one-off initiatives and not part of an overall strategy. Because the challenges facing D&I progress are multifaceted, so too will be the required solutions. Our methodology should frame D&I efforts using the lens of systematic change management.
TMA’s 7th Annual Inclusion Summit will address how organizations can embed diversity and inclusion in their practices by leveraging intentionality and proactively managing change. Our presenters will share insight from first-hand experience that applies to all organizations no matter what stage they at are at, whether starting the conversation, getting buy-in from key stakeholders, developing a strategy or sustaining initiatives.
Join our expert faculty as they discuss:
- The nuances of D&I in the context of globalization
- Measuring the ROI of diversity and inclusion efforts
- Non-traditional dimensions of diversity
- Inclusive Leadership
- Emotional intelligence and its relationship with inclusivity
- Intersectionality, assimilation and cultural awareness
- Rethinking the use and value of ERGs
- Sustainability and community outreach
- Engaging straight white men in diversity and inclusion work
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