As the first month of 2013 comes to a close, many among us are determined to check off a mighty list of resolutions we believe are achievable, important and worthy of commitment.
Some of the most popular are losing weight, spending more time with family and saving money. Like New Year’s resolutions, many organizations initially approach diversity goals with the same energy, developing a strategy and even hiring an expert to execute it.
Recently, my agency partnered with a newly resolved corporation (which I will call Company 2013) that was determined to get diversity right. The management of Company 2013 shared frustrations over some previously “failed” attempts, but vowed they were going to do it differently this time. After several meetings, it was evident Company 2013 was serious. The management quickly implemented the first set of diversity practices in preparation for diversity training. Shortly afterward, the training began. It was well attended and employees seemed interested and rated the session highly. But, like keeping New Year’s resolutions, change is difficult.
For some, it is nearly impossible, and at Company 2013, old habits returned. I scheduled a follow-up session after the first training with the company. However, upon my return, the early enthusiasm and energy had burnt out. Communication lagged and staff interest in diversity had diminished.
In the spirit of New Year’s resolutions, let me provide you with some diversity resolutions to keep you moving forward for 2013:
Get back to the basics: Focus your attention on the basics of human interaction and the well-being of each person within the organization. This focus will allow you to learn more about your employees, help them build a genuine loyalty to the company and allow growth from within your company.
Integrate accountability measurement tools: Many times, employees feel as though they are not being treated equally. Accountability measurement is an effective way to ensure each employee is treated fairly and equitably. It will also give a clear outline of expectations.
Execute calculated advances in technology: Technology advances at a faster pace than most companies outside of the technology industry are able to keep up with. However, technology advances allow humans to overlook their innate instincts of stereotypes or biases when it comes to the primary dimensions of diversity.
Support continued education: Invest in your employees through continued education, thereby allowing them to develop an advanced understanding of each other’s skill sets while increasing their own talents.
Through my contributions in this blog, I will provide updates on Company 2013 and its diversity goals. In the meantime, please share your stories of resuscitating corporate diversity and the methods you used to keep an organization on track. I look forward to sharing reader responses.
