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7 Tactics to Bolster Diversity and Inclusion at Your Company

Source | | Bruce Anderson

Martin Luther King Jr. was a proponent of diversity and inclusion long before it was called that, speaking famously and powerfully about “all of God’s children” working together. But he was also clear-eyed that the work of diversity and inclusion was not for the faint of heart, that it would be a long and difficult struggle.

“Human progress,” he wrote, “is neither automatic nor inevitable…Every step toward the goal of justice requires sacrifice, suffering, and struggle; the tireless exertions and passionate concern of dedicated individuals.”

Today, as the United States celebrates a national holiday in honor of Dr. King’s birthday and memory, we should also honor all the committed professionals around the world who work tirelessly to try to make companies and other organizations places where everyone, regardless of ethnicity, gender, religion, or sexual orientation, can be their best selves.

Theirs is not easy work. But it is vital work. And no one should feel that they have to go it alone and shoulder this work by themselves. Instead, they should be able to look to the insights, data, and best practices of others to continue to move forward.

In that spirit, here are seven tactics employed by others that can make anyone’s D&I efforts more effective:

1. Know the business case for diversity — and share it

Rosanna Durruthy, LinkedIn’s global head of diversity, inclusion, and belonging, encourages people to do their homework.

“Some companies,” she says, “launch into diversity because they’re highly altruistic. They believe in treating people fairly, and justice is important. I wouldn’t disregard that.

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