Provide information showing the organization that diversity goals have not been met or that current practices will not meet diversity goals.
At this stage, there are two forms of anxiety of which D&I professionals must be aware:
There are six components to ensuring that participants (especially those disinclined to make the shift) feel heard, appreciated, and supported during this difficult transition.
Diversity & Inclusion professionals must be thoughtful, strategic, and precise about organizational diversity goals and realistic about achieving them. The steps to successfully navigating this stage are:
New learning will stabilize only when reinforced by actual diversity results. To make sure that this new knowledge and commitment to diversity sticks, people must see progress. Even small diversity ‘wins’ creates momentum. These are the benchmarks to success, and they should be celebrated.
Contact us for guidance on how to effectively integrate this model.