4 dynamics that influence the D&I landscape – not only for the best

D&I has grown to become commonplace in the Corporate world. Meanwhile, digital tools, social networks and globalisation have shaped the informational context. What does it mean that everybody has access to data, good practices and professional networks?

Talking to D&I professionals from dozens of countries and industries, we are able to compile a particular impression of trends and developments. Our most recent analysis shows four dynamics for which we see different implications. Some of them are probably unintentional or may have unwanted side effects. We are looking at

  • Sources of inspiration: How to generate impactful ideas
  • Reliance on grass-root engagement: How to cover a breadth of activities
  • Encouraging rewards: How to look at different forms of success
  • Tightly knitted networks: How to tap into diverse perspectives

 

Sources of inspiration

Even as they become virtual, D&I conferences remain a major source of inspiration for D&I practitioners. There and also from social media, cool ideas are picked up quickly and easily. In particular, when they are well-presented. They spark impetus and energy. You like it? Try it! With some adaptation, you may or may not see the desired impact. From our highly context-sensitive Engineering D&I perspective, we encourage organisations to analyse carefully which intervention is required to create new momentum and additional traction. Two key considerations will be of interest to you in this respect, which are further explored in separate posts:

 

Reliance on grass-root engagement

MeToo, Pride, BlackLivesMatter – societal movements have entered the Corporate environment and created a wealth of internal, voluntary grass-root initiatives. It is both a blessing and a responsibility for companies who do their best to participate in celebrations, rankings and campaigns. Are you busy all year round? Yes, we do a lot in D&I! With the breadth of activities, you may or may not see the areas that still require attention and where you could generate benefits, progress and change. From our comprehensive Engineering D&I perspective, we encourage organisations to ensure the respective mainstream or sometimes majority groups are included and encouraged to become active allies. Two key considerations will be of interest to you in this respect, which are further explored in separate posts:

 

Encouraging rewards

Top lists, certificates, labels and awards – we all love recognition and today there are many formats available. Internally, most companies focus on representation numbers and most of them see the typical 1% increase per year. What do these results tell you? It’s going well! With all the progress and positive feedback, it may feel awkward to ask for a different form of success: Do you measure the feeling of belonging or the perceived inclusion? What about the benefits or ROI of your D&I work? From our evidence-based Engineering D&I perspective, we encourage organisations to ensure goals, strategies and success measurement are set up in a truly holistic way. Two key considerations will be of interest to you in this respect, which are further explored in separate posts:

 

Tightly knitted networks

Across all the items described before, you are probably building and expanding your professional network. It can become a valuable asset in your work as you can quickly ask for opinions or help, references or learning. Even when it comes to career development or hiring, this will be helpful. When utilising your network, are you aware that it may include mechanisms that D&I always criticises in other contexts? Weighing personal recommendations more than the result of targeted research would not be considered appropriate in, e.g., hiring a business manager or ramping up a project. From an international Engineering D&I perspective, we encourage organisations to ensure they tap into different sources and invite varying perspectives when developing their activities. Two key considerations will be of interest to you in this respect, which are further explored in separate posts:

There is also this checklist that adds to both of these articles

 

Which D&I are you? An invitation to self-reflect

At European Diversity, we had used the summer to prepare a self- reflection tool for our contacts under the headline ‘Which D&I are you?’. It uses the above-mentioned dynamics and encourages organisations to identify the mechanism that they predominantly follow. Based on their self-selection, they received some tips and were directed to some of our short videos.

If you would like to take the assessment yourself, please contact us at office@diversity-consulting.eu