COML 602 - Capstone
Leadership and DEI
Embracing Diversity, Equity, and Inclusion
The goal, through client research, evaluation, and training is to develop an action plan to assist businesses in implementing a Diversity, Equity, and Inclusion component as part of an intentional strategic transformation process. The positive impact of an expanded Diversity, Equity, and Inclusion strategy will be a key feature in creating a corporate culture of belonging.
Recommendations regarding DEI best practices, measurement tools, and reporting transparency will be provided through learned concepts and research regarding best practices of Fortune 500 companies who are recognized as innovative leaders in the Diversity Management arena.
For companies that do not have a formal DEI strategy or plans to implement one, there is a significant cost of inaction. “Organizations that do not have an effective diversity process or no process at all will also incur costs, including high turnover, low morale, ineffective products or services, unproductive teams, inability to attract and retain employees, and legal and other expenses” (Hubbard, 2007, p. 252).
A robust DEI program can lead to increased morale, higher retention, greater efficiency and overall improved employee engagement and job satisfaction. Experts have defined key concepts in the DEI space including workforce diversity, intercultural communication, and multicultural leadership.
“Workforce Diversity encompasses group and situational identities of the organization’s employees (i.e., gender, race, ethnicity, religion, sexual orientation, physical ability, age, family status, economic background and status, and geographical background and status)” (Hubbard, 2007, p. 257).
“Intercultural communication has grown in importance with increased recognition of the changing demographic makeup of the United States and other locations, increasing awareness of a global economy and the need to coordinate communicative activity in an ever more diverse workplace” (Arnett et al., 2018, p. 151)
“A multicultural leadership orientation incorporates many cultural perspectives, appreciates differences, values unique contributions of diverse groups, and promotes learning from many orientations” (Bordas, 2012, p. 9).
Leadership Best Practices - Diversity Inc Top 50
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Human Capital Diversity Metrics: Gender and racial/ethnic representation of the overall workforce and management, as well as representation in new hires, promotions, turnover and the 10% highest-paid employees
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Leadership Accountability: CEO/senior leadership commitment and accountability, diversity, and inclusion management, as well as representation metrics and practices of the board of directors and diversity councils
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Talent Programs: Participation metrics and practices for formal mentoring, formal sponsorship, employee resource groups and high potential programs
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Workplace Practices: Practices and metrics related to talent acquisition, talent management, onboarding, diversity training, workforce development and engagement, LGBTQ inclusion, people with disabilities, military community, and employee benefits
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Supplier Diversity: Procurement spend with companies owned by people from under-represented groups, as well as leadership accountability and management practices
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Philanthropy: Contributions to and engagement with non-profit organizations focused on people from underrepresented groups
DEI Program - Organizational Recommendations
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Develop a comprehensive Diversity, Equity & Inclusion strategy.
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Engage diverse individuals from all levels of the company in the formation of our DEI plan.
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Re-evaluate recruitment and hiring practices to ensure diverse pools of candidates.
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Examine pay structure and establish pay equity in positions of equal responsibility.
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Implement or expand philanthropy program to increase financial support for under-represented non-profit organizations.
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Ensure that C-Suite leadership is committed to investing in, establishing, training, and maintaining a diverse workforce.
