This is an award-winning procedure for change. When incorporated into an organization’s diversity goals it has the potential to optimize diversity culture. The integration would look like this:
Step 1: CREATE A SENSE OF URGENCY
Help your team see the need for diversity through a bold statement that communicates the importance of acting immediately. (think Diversity Mission Statement)
Step 2: BUILD A GUIDING COALITION
Your team needs a coalition of effective and influential people committed to diversity – from within its own ranks – to guide, coordinate, and message its activities. (think influential allies at every level of your organization)
Step 3: FORM A STRATEGIC VISION AND INITIATIVES
Clarify how the future will be different (read ‘better’) from the past and how you can make that future a reality through initiatives linked directly to the diversity vision. (think Diversity Vision Statement – how will you get there?)
Step 4: ENLIST A VOLUNTEER DIVERSITY ARMY
Large-scale change can only occur when massive numbers of people rally around a common opportunity. They must be bought-in and urgent to drive diversity & equity – moving in the same direction.
Step 5: ENABLE ACTION BY REMOVING BARRIERS
Removing barriers such as inequitable policies and requirements and restrictive hierarchies provides the freedom necessary to work in an inclusive and culturally hospitable environment and generate real impact.
Step 6: GENERATE SHORT-TERM DIVERSITY WINS
Diversity wins must be recognized, collected and communicated – early and often – to track progress and energize the team to persist. (think reward systems and accolades on company’s messaging board)
Step 7: SUSTAIN ACCELERATION
To maintain momentum, push harder after the first successes. Your increasing credibility can improve and sustain buy-in. Be relentless with initiating diversity change until the vision is a reality.
Step 8: INSTITUTE CHANGE
Articulate the connections between the new inclusive and equitable behaviors and organizational success, making sure they continue until they become strong enough to replace old habits.
Contact us for guidance on how to effectively integrate this model.