Diversity and Inclusion- Not a Quick Fix!

Updated: Feb 18, 2020











There are several options for building diversity and inclusion into business and operational frameworks. However, not all of them are focused enough to maintain inclusion on a long term basis.


Short, unfocused activities, that have little or no backing from leadership, do not have the power to embed diversity into the core of organisational values and working patterns.



Quick fix solutions for diversity and inclusion are often implemented on the back of increased complaints around diversity and inclusion issues and do little to embed inclusion. Rather, they appease employees for a short period of time, whilst failing to tackle underlying issues.



Truly embedding diversity and inclusion is not a quick fix solution. It's a permanent change that is build into organisational frameworks.



It is a change that allows your business to harness the business benefits of inclusion, attract the best in talent, generate more creativity and increase competitiveness.



fixing-diversity-and-inclusion-problems
Fix issues with diversity and inclusion

Implementing robust strategies for diversity and inclusion, is the only way to ensure that diversity and inclusion becomes a part of the organisational value system and operational practice.



It is the manner in which these strategies are implemented that is of the greatest importance to embedding inclusive processes that will build an inclusive organisation.





It is important to fix issues around accountability in diversity and inclusion from a leadership level. Quick fix, solutions will not solve issues over the longer term and will do nothing to embed organisational diversity and inclusion over the longer term.





Commitment Really Matters



Leadership commitment to diversity and inclusion is key. Without this there is little hope of securing 'buy in' from managers and other employees for implementing the required processes to build inclusion and changing behaviours to effectively implementing strategy.




Alongside commitment is investment. Investing in the processes necessary to build long term inclusion is imperative.


Failure to invest in diversity and inclusion means that any activity to improve diversity and inclusion will be devalued.