Foster Diversity and Inclusion
We Must Do More!
The business case for diversity and inclusion has been made clear in study after study. But despite good intentions, many companies struggle to make progress.
Why? Two reasons. First, unconscious bias influences the hiring and promotion process. As a result, new leaders often resemble previous leaders. Second, company cultures are often built on commonality, which can be exclusive to people from diverse backgrounds. Thus, diverse talent heads for the door, or can't contribute fully.
Fortunately, DDI can help in both areas.
Bring Inclusion to Life with Virtual Reality
There’s a big reason why so many diversity and inclusion initiatives fail: key leaders just don’t “get it.” If they haven’t experienced exclusion, it’s hard to understand the barriers.
DDI’s award-winning virtual reality inclusion experience can change that. With a few minutes in a virtual world, we can take leaders out of their comfort zones. With a new spark of awareness, your leaders can have a powerful conversation about inclusion at your organization. And more importantly, they’ll commit to taking action.
I started to think, 'Have I been on the other side of the table where I've made people feel like they can't get a word in edgewise?'
Avoid Bias in Hiring
Interviews are an easy place for bias to slip into the hiring process. In an unstructured process, hiring managers usually connect best with people most like themselves. Thus, those who appear different, or have a different background, may not appear like the right fit.
That’s why DDI invented behavioral interviewing. Our approach helps companies focus on candidates’ skills and behavior. More importantly, we help you put a structure in place to help reduce bias.
of employees say that their leaders promote an inclusive team environmentGartner
Develop Inclusive Leadership
An inclusive culture starts with leaders’ actions. They need to practice involvement, coach and develop others, and value diverse perspectives. Also, they need to recognize exclusion and hold their fellow leaders accountable.
We can help your leaders build foundational skills that set the tone for inclusion. Because it’s not enough for just a few leaders to focus on inclusion. Success depends on having a common understanding among all your leaders about what inclusion means in your organization.
Make Objective Leadership Decisions
In most organizations, there’s less diversity the further you go up the ladder. That’s because many of the people chosen for promotions just seem like good leaders. But is it really because of their skill? Or do they seem like leaders because they resemble current or past leaders?
Objective assessments can help break the cycle. DDI’s leadership assessments provide unbiased data on each candidate’s skills. That way, you can make sure that promotion decisions are based on data, not just gut feeling.
“It’s not just about developing themselves and developing each other...it also helps us to think about how we grow CI as an organization.”
— Lorraine Blair, Chief Talent Officer, CI Financial
of C-suite positions are held by womenMcKinsey & The Lean In Foundation, 2019
Support Women in Leadership
Women make up half the workforce, but only 22 percent of the C-suite. At the same time, DDI’s Global Leadership Forecast has consistently shown that companies with more women leaders outperform their less diverse counterparts.
DDI can help unleash the potential of women leaders with our award-winning development content to build confidence and competence. But our sessions aren’t just for aspiring women. We also empower senior leaders and colleagues to be allies for women in the workplace.
This global financial services company sought to increase the number of its women leaders and create a mentoring culture.CLIENT STORY
How CI Financial Supports Women Leaders
For the first time in history, there are five generations in the workforce: Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z. (Episode 3)PODCAST
Generation Frustration (Part 1)
Inclusive leadership is more than making sure the room isn't full of the same perspectives and backgrounds.BLOG
The DNA of Inclusive Leadership