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What’s the state of your organization’s diversity, inclusion and cultural intelligent quotient?

Updated: May 10

By Dr Joseph Nwoye


What is the state of diversity and inclusion in your organization?

Is your organization one of those that have uncovered the power of diversity and how it strengthens and puts every aspect of your operation in positive trajectory? Or, does your organization have fake written statements claiming to be inclusive while intentionally and deliberately excluding certain segments of our population by way of their actions or in-actions? If your organization is within the first category, then, we can safely predict that you are set and positioned to be even more bullish in the future.


However, if your organization falls within the second category, that is, an organization that’s simply ignorant, and thus unaware of the power of diversity in the global competitive market place. These are the organizations that neither have the foresight nor the ability train their employee cultural intelligence that would foster their ability to compete in our increasing global market place. These are the organizations that often find themselves in trouble due violations stemming from bureaucratic rules and regulation. Bureaucratic rules that do not provide avenue for improvement, but rather, compel them to repeatedly pay fines to these agencies such as EEOC, and then, the following month, they are sited, yet again for another violation and another penalty, and in some cases, the same violation. Sometimes, they are compelled into quick fixes that lead to no improvement. Frankly, some of these organization don’t even understand the impact of their behavior on their bottom line and certainly, they don’t understand the impact to their victims either.


What good is it that you are penalized and subjected to wasting your organization’s resources engaging in quick fixes that are predictably not going to lead to any improvement. Quick fixes such fake written statements claiming how diverse and inclusive your organization is when you know that it’s not, and besides, such organizations still covertly exclude certain segment of our population by way of their actions or inaction. For instance, in recent publication in Bloomberg and BusinessWeek by Max Abelson and Jordyn Holman, they called out the big banks on their lack of diversity and inclusive workforce, especially their failure to include African Americans in their leadership positions. In that piece, they reported on the percentage of black leaders at JPMorgan, Citigroup and Goldman Sachs as the U.S. workforce gets more diverse (https://tinyurl.com/y7dlunyw). These big banks employ analytics in all aspects of their work, and yet when it comes to diversity and inclusion, they act as if they have no clue as to what research shows about the power of diversity in workplace. These big banks are potentially shooting themselves on the foot when it comes to their market shares, projections, and the implications on their bottom line. If they follow business and demographic trends, they should know that if potential clients learn about their covert discriminatory practices, those diverse clients are more likely to choose their competitors who may just have subsidiaries here at home while their main base could be in Europe, Africa South America, and places only God knows. If they understand, they should at minimum be train their employee on the importance of diversity in all aspects of their operations, a necessity if they intend to compete in our global market place.

Here are some suggestions for the big banks as well as for those who fall into the second category. If your organization lacks policies and physical representation of diversity in any or all areas of your operation, including in context of leadership, race, nationality, gender, sexual orientation, and oh yes, including Muslim in organization, perhaps they need to rethink. In which case, your organization needs to get to work, otherwise, your operation will be gone in a few years. To remedy the situation if you are still not sure of strategy, we recommend that you contact Diversity Frontier for all your diversity needs.


Over the course of our work at Diversity Frontier, we concluded that there are three approaches to diversity and inclusion. Different organizations deal with the issues of diversity and inclusion differently.


First Category: These are organizations that take no action on issues of diversity, they do not know where to start; frankly, they are not used to it and the best they can do is to pretend and talk about it in public but covertly discriminate against people who are different and act as if nothing happened. The should know better and should be called out on those acts and made aware that one must be blind not to notice such behaviors because bigotry and disrespect for others is still ubiquitous in our society.

Second Category: These are those who understand the importance of diversity, especially in our global market place, but they do not quite have the necessary network to diversify and be inclusive even though that’s what they deeply want to achieve. These are the organizations that need the help of diversity and inclusivity experts; unfortunately, they do not have good network to link them to diversity and inclusion experts. In other to achieve the value of diversity and inclusion as they genuinely desire, diversity professionals need to reach out to them, mentor and consult with them to enable them to achieve the goal of diversity and inclusive workforce.


Third Category: These are the pross, the organizations that are already doing great in diversity metrics, they are diverse, inclusive, innovative and they are certainly benefiting from the power of diversity and inclusive workplace. These are companies that being applaud for their work in diversity and inclusion, they include Marriott, Google, and some others. The employees are by and large proud and tend to share how wonderful it is to work in such organizations. They would certainly tell you that they are exploiting the synergy associated with diversity and inclusion and enjoying it. These are the organizations that are quick to reveal whenever they are asked what their thought are on issues of diversity and inclusion, they are proud and tend to say that diversity has opened new opportunities that they could not have imagined.


The question becomes, which category does your organization fall into? What direction do you see your organization going? Does your organization fall into those that just talk, talk, and talk some more, and when it comes to action, nobody does anything? What is your organization’s approach to Diversity and Inclusion? What are you going to do about it?

Well, regardless the category your organization aligns with, remind yourself and the members of your organization that you current and future work in diversity would be determined by the commitment of all, it’s not something you relegate to one person or one time and think that it’s all done. Always think f diversity in context of present-day economy and future trajectories and the implication for future workforce. If you do, you will appreciate the power of diversify and you will continue to strive to develop a truly inclusive workforce which will inevitably be linked to your future organization’s bottom-line. However, if you operate within the context of the 1970's to 2000’s workplace, with little or no comprehension of the power of diversity, we encourage you and your organization to turn a new leaf and adapt a model of diversity and inclusive work force designed to help you and your organization succeed in our global market place, it’s simply existential issue in business. We encourage you and your organization to contact us and without hesitation join us as we adapt a model of diversity and inclusion that works. Our model is data driven based on continuous assessment with purpose of using the analytics to foster continuous improvement. Our model is based on building open and trusting relationship that ignites the fire of innovation. Our approach to diversity and inclusion presents participating organizations in positive lenses as evidenced in our successful data and systemic approach to diverse and inclusion.

Diversity Frontier provides road map for diversity and inclusion, our approach is intention, deliberate and systemic. It’s an approach that produces result while creating excitement in all areas of our clients’ work. Our approach is based on a simple little-known approach that stems from building a platform for open engagement, building trust and cultivating the kind of relationship that trumps or eliminates overt and covert discriminatory practices, and channeling diverse and inclusive energy into united front for continuous improvement. At Diversity Frontier, our approach is simple but powerful, we focus on open engagement with one another and thus foster meaningful generation of ideas that ultimately leads to innovation stemming from authentic diverse and inclusive workforce. We strive on the cultivation of diverse workforce that foster integration of varieties of talents that are synergistically employed to maximum output.


If your organization wants to address the issue of diversity, inclusion, equity and social well-being of a diverse workforce, and diverse customers, look no further and contact Diversity Frontier Inc. Our program provides a step by step approach to cultivating a holistic diverse workforce. The kind that encourages innovation and thus enables you to position your organization for success in ways you couldn’t have not imagined. Hence you contact us, we would immediately employ our resources to ensure that your organization succeeds, we will remain with you, share insights, as well as our state of the arts practices and implementation strategies that will propel your organization to predictable and new contour of success.

Diversity Frontier’s model is predicated on a micro teaching and learning that is open, trusting and yes, it involves step by step approach that works. We employ different approaches to ensure that our clients are successful. We encourage the employment our various models, including traditional Brik and Mortar traditional approach as well as our modern technological driven tools based multimedia via -cloud computing that allows organization to replicate the state of the arts strategy for diversity and inclusion in their various workplaces.


In each case, we engage individuals to deeply explore the sources of their bias and openly share how those have impacted their behavior and to honestly confront the situation head on. We assign participant in small diverse groups to share the best practices, and continuously be briefed initially by Diversity experts. This forum enables participants to challenge racism, sexism in their small groups and subsequently share through cloud computing technology in larger groups. This approach fosters more strategic framework that can be implemented at any time and everywhere.


Diversity Frontier’s eLearning techniques embodies, workshops, video scenario based lectures videos, including employing cases to dramatize the power of diversity and inclusion. In some cases, we train and provide license to trained experts within our clients’ establishment to sustain the level of diversity that reflects current research and thus put then on the frontier on the issues associated with diverse workplace. Our licensing process is designed for business organizations that aim at staying current in diversity with opportunities to continuously leverage the synergy associated with diversity and thus to boost the organization’s bottom-line. We provide training and subsequently certifications to both private and public organizations, including, Fortune 500 companies that call for consultation.


#SDIG #DiversityFrontier #Diversity #Peace #Equity

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