Setting tangible, achievable objectives with consistent structural support gives you a place to start and grow from. In creating the environment for true change, you allow for culture shifts constantly, and once you realize you’ll never be ahead or in control of culture, you attain the grace to have flexibility in achieving your goals.
One place to start is creating an internal council of employees who are interested and committed to creating an inclusive ecosystem. This group can simply create appropriate and timely reminders of cultural events and what they mean to different groups. At minimum, it helps educate individuals on beliefs and events they may not have been exposed to and hopefully will open minds a bit further.
Repeatedly at the top of Most Inclusive lists is Progressive. For over 15 years, it’s built a large dedicated team (of eight) singularly set on creating programs, education and opportunities for employees through leadership and job-based training as well as courses in self-awareness. Progressive also provides specialized initiatives, like its Multicultural Leadership Development Program, and specific boot camps designed to increase diversity and equity. It’s a company where the values are reflected in the output, due to the capital and resources it puts behind its DEI structure.
Commitment demands shared access
True inclusion does not seek competitive advantage. However, inclusive access builds and sustains your company’s credibility over the years and through the storms.
Create and share freely with those a little further behind you, in terms of employee programming, diverse vendor and supplier lists, formal and informal partnerships, and any playbooks and toolkits you develop to make your company more inclusive. Do this right, and in 10 years, your company, its customers, partners and greater industry will be better off.
Accenture has long been committed to equity and inclusion, executing on a robust strategy that helps support and educate its more than 738,000 employees. In fact, it has spent over $1.1 billion on learning and development opportunities, is actively supporting the LGBTQ+ community with 120,000 Pride allies across all countries of operation, and is increasing accessibility through 32 centers established for disabled talent to access the tools, technology and support to be successful in their roles.
For a better 2034, ask: How can we, as a company made up of individuals, create and consistently share best practices with our industry? How can we ensure that while we may be competitors in business, we are allies in the fight for equity and inclusion?
Commitment demands transparent investment
Investing in equity and inclusion measures is not about singular programs or employee resource groups. Appropriate funding demonstrates to your employees that you are serious about the access and accountability you established to align with your stated goals. Investment allows for partnerships and educational programs to be developed with full effect and creates more reasons to tell the stories of inclusivity that matter most.
