Facilitating top leadership commitment.
Before you start any considerable change process in your organization, you should know where your leadership stands on the topic and how likely they are to support the changes you want to implement.
Facilitating more diversity, creating equity in policies and practices, and building an inclusive culture requires many simultaneous change processes. Leadership commitment is a crucial success factor. That means getting the most senior level of your organization on board from the start. Later in the process, middle and lower management and people leaders will be essential in embedding the changes further.
Leadership can mean a few things, depending on how your organization is structured. Who is at the most senior level in your organization?
- C-level or C-suite (CEO, COO, CFO, CIO, CHRO)
- Board of directors
- Top management
- Senior executives
Have you heard top leadership talk about DEI before? Have you had conversations with them about DEI in your organization? Could any of them, preferably the CEO, be willing to act as an executive sponsor to the DEI team?
Once you are in contact with the most senior level of your organization, it is time to figure out where they stand on DEI. The six possible stages are:
Accompanied by meaningful engagement and active role-modeling, accountability is the ultimate expression of having top leadership on board.
Make it concrete
MAKE IT CONCRETE.
Having top leadership on board should always translate into concrete commitments and actions. That means they are willing to provide you or the DEI team with three necessary means to accommodate change:
DEI facts and figures in tech.
Become a DEI expert.
This is a collection of articles that allows you to take a deep dive.