Should You Start a Diversity, Inclusion, and Belonging Program?

Will you be met with resistance from some quarters? Probably. As organizations respond to changing employee expectations, they need to transition from a rigid and hierarchical set of standards to human-centered ways of working. The long-term benefits are worth addressing the pain points and being patient with the organization as it embarks on a journey to belonging.

What are the “real” risks of DI&B? Defining success is one. Most businesses struggle with clearly communicating what the organizational culture needs to feel like in order for a DI&B program to be deemed successful. Your new cultural norms will need to include both formal and informal aspects that promote your organization’s vision and values and define who gets seen, heard, and rewarded—and who will truly belong.

How can leadership own the DI&B initiative? By modeling the new behaviors and communicating clearly, consistently, and frequently. It’s vital for program credibility and employee trust.

To learn more about beginning your diversity journey, download the complete webinar Diversity Journey: Where Do We Start? To begin a conversation with RHR International about our DI&B practice, contact Kelli Ryon.

For nearly 80 years, RHR International has been a globally respected leadership consulting firm composed of behavioral scientists and practitioners dedicated to helping founders, board members, executives, business teams, and HR professionals master the art and science of leadership. RHR’s solutions use the combined power of psychology, business expertise, and the newest technologies to build robust leadership succession pipelines through world-class assessments and coaching/development programs. RHR believes leadership is a crucial force for good in the world, and our mission is to unlock the potential in every leader.

Visit www.rhrinternational.com for additional information.