– COMMENTARY –
Three Critical Actions that Can Move Diversity and Inclusion to the Next Level By Judith Katz and Fred Miller, The Kaleel Jamison Consulting Group Inc.
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s we think about the state of diversity and inclusion (and many are calling out equity and accessibility as part of this discussion) and the work ahead, we recognize that we have come far and yet, have so far to go. Our work for more than five decades (starting with our founder Kaleel Jamison in 1970) has always focused on culture change and the understanding that an organization’s key pillars, from policies and practices to leadership and accountability, must all support the creation of a culture of inclusion. We have always positioned diversity not as a “nice thing to have,” but as a business or mission necessity for achieving goals and objectives. Although much has changed since the ’70s, much change is still needed. The foundational elements and dynamics that create barriers to full inclusion and leveraging differences
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must be addressed at a systemic level. We have identified three critical shifts, as we move to the next stage of this journey: 1. A SYSTEM CHANGE APPROACH Just as organizations are often siloed and fragmented, many organizations have taken a similar approach to diversity and inclusion. Few have invested the time, resources, and effort needed for total system change. For example, many rely on employee resource groups (ERGs) as the key—and sometimes only component—of their D&I strategy. While ERGs are important, they are insufficient to change an organization’s culture and remove organizational barriers. Other organizations focus on increasing representation and talent acquisition (hiring, coaching, development, promotions) but don’t address the changes
needed in the workplace environment to support people who bring different ways of thinking and contributing. Successful diversity and inclusion work requires a comprehensive strategy tied to the business, with leadership accountabilities and a focus on the workplace, the workforce, and the marketplace. It requires that leaders develop new competencies and capabilities for leading a more diverse and inclusive organization, and that team members have the skills for partnering to leverage the diversity of experience that each person brings. The result of a systemic approach is an environment where people are able to bring their uniqueness to HOW things get done in service of an organization’s mission and strategies.