Part 4 of the Navigating DEI in the Workplace Series
How is your workplace diversity, equity, and inclusion program going? Hopefully, you have been following this blog series, Navigating DEI in the Workplace. We are at step number 4, “Look at the Big Picture.”
Let’s face it, being lost sucks no matter if you are lost in the woods or if you are lost in the workplace. We want to be effective. We want to produce. We want to hit our milestones on time. You can’t efficiently hit your goals if you are lost, tired, and stressed. So, let’s use some proven navigation principles and apply that to your role as an inclusive leader.
When you are lost, the little details can be overwhelming. Expert navigators suggest using big landmarks to track your location. Most landscapes have defining features or landmarks that can be used to know your exact position. Common landmarks include rivers, lakes, creeks, trails, mountains, flatlands, or changes in vegetation. Even artificial structures can be used as landmarks.
Now, think BIG PICTURE! What landmarks can you use to guide your DEI efforts in the workplace?
5 Key Performance Areas to Assess Workplace DEI Efforts
Here’s an idea. Group your workplace DEI efforts into five key performance areas as your “big picture landmarks”:
- Organizational Commitment
- Climate and Culture
- Talent Acquisition
- Talent Retention
- Talent Development
Increase Workplace Culture Competency: Focus on Your Landmarks
They say the devil is in the details, but sometimes too much detail can be the devil. Focus on the big wins and the big targets as you work to increase cultural competency in the workplace. Focusing on these landmarks or key performance areas help you to answer the questions:
- Where do I start with workplace diversity and inclusions efforts?
- What do we measure to ensure success?
- What does a well-rounded workplace diversity and inclusion strategy look like?
Don’t get lost in DEI. Plan your workplace strategy and navigate DEI with excellence.
Glen has almost 30 years of anti-racism training experience and close to 15 years of executive leadership experience. His goal is not to make those in your workplace DEI experts, but he wants to compliment your good work. Think of him as a champion for equitable leadership solutions, backed by a lifetime of practical experience.
Need a competent cultural guide? Let’s chat.
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In This Series
Part 1: Finding the Light
Part 2: Connect the Dots
Part 3: Learn to Read the Room
Part 4: Look at the Big Picture
Part 5: Pay Attention to Boundaries
Part 6: Practice Your Skills
Part 7: Pay Attention to Changing Perceptions
Part 8: Understanding the Terrain of Change
Part 9: Take Risks and Up Your Game
Part 10: Get Lost in the Familiar
Part 11: Practice Emotional Control
Part 12: Learn How to Recover from Mistakes