UNLOCKING DIVERSITY

INTRODUCTION:

The following is a high-level summary of our proven approach to delivering diversity.

Although the image shows a generic approach, we’ve proven this works in every organisation.

Delivering ‘diversity’ to an organisation requires leadership with the right mindset, the appropriate vision/values for the new age and a high level of purpose.

OUR DEFINITION:

DIVERSITY ISN’T ABOUT COLOUR, GENDER OR LABELLING

It is about the richness of humanity.

It is about unlocking the creativity that exists in everyone. It is, therefore, inclusive, not exclusive. Diversity is not the rightful domain of those with privilege or the luck to be born into a position and a fancy business card to award as they see fit.

DIVERSITY DEMANDS DELIBERATE DETERMINATION AND LEADERSHIP TO UNLEASH IT.

IT MEANS:

  1. Knowing that you need it and why. Establish the aims, objectives and key results.

  2. Identifying where the required ‘diversity’ exists and how to embrace/engage with it. Gain clear definitions and alignment on key terms.

  3. Preparing and making the appropriate spaces for it to flourish naturally. Ensure the transformation is as natural as possible.

  4. Altering any mindsets, systems and processes that may interfere with it. 

  5. Cultivating/managing the onboarding and integration processes so that diversity can be sustained.

  6. Making it completely natural - from minute one.

THE NYC APPROACH

STEP ONE:

Having executed this approach in other organisations, our first step is to develop a short working session. Hold the session with the business leaders and get a sense of the existing mindset and preparedness around the six pillars above.

From this, we could develop a program to deliver the goals and objectives we would have aligned on above. This work could be done initially remotely to establish the foundations, and the research would go a long way in the near term. 

The path to Diversity would have begun. I suggest getting to step one only before costing anything further, as that scope is variable and based on each scenario. 

Step One usually takes a couple of weeks to get prepared for the session - undertake calls and assimilation of the context and develop the plan for what should happen next.