Diversity & Inclusion isn’t the issue of the DE&I department alone. It should be the concern of the entire organization, affecting all facets of the company. This is why approaching it from a change management perspective makes sense. To be effective, the DE&I strategy must be integrated into a change management model, with reach throughout the whole organization to ensure a comprehensive and systematic approach to achieving the objective.
The proper integration of the DE&I and change management strategies requires a model. The Cultural Equity Through Adaptive Change Management (CETACM) model incorporates some of the leading change management frameworks with diversity strategy. While CETACM derives from a corporate domain, it is applicable to most workplace environments.
Change Management Frameworks
Edgar Schein’s Organizational Culture Model – This model takes a comprehensive psychological approach to change. Within the first stage of the model, it delves into the importance of addressing anxiety and parses it out into two distinct types, Survival and Learning. This model encourages D&I officers to deal with the organizational ecosystem prior to the identification of goals. Learn more about this model here
Kotter’s 8 Step Change Model – This model incorporates two important components that spell success, 1. Forming powerful coalitions, and 2. Anchoring changes in corporate culture. These two standout points illustrate the need for strategic and influential allies and cementing organizational change by creating artifacts or using narratives. Learn more about this model here
Lewin’s 3 Stage Change Model - This model stresses the importance of determining WHAT needs to change and ensuring there is strong support from management. The clear and distinct determination of WHAT you are trying to accomplish is vital and then having the unequivocal support from organizational influencers, will in most cases, get you buy-in from all sectors of your company. Learn more about this model here
ADKAR’s 5 Step Model - This model highlights the importance of the knowledge of HOW to change. Many of our workshops and seminars focus on the ‘why’ and not necessarily the ‘how’. The deep, reflective work is uncomfortable and when D&I facilitators can present real-world strategies on how to pivot from the embedded ideas and beliefs that cause participants to resist change, they’ve done a good work. Learn more about this model here
Each of these models possess strategies that could positively impact an organization’s diversity strategic plan. No organization is alike and thus requires a profound understanding of the idiosyncrasies that distinguish one company from another before deciding on an appropriate model.