HR Must Haves: Diversity and Inclusion
We live in challenging times. Perhaps this is a statement that could have been made at any point through history. From an organizational scanning perspective, however, current political, technological, social, and global economic factors seem to be having an immense impact on the strategic Human Resources environment.
The Human Resources practitioner can access an overwhelming number of factors, resources, and pieces of information that need to be processed from a strategic management perspective. Sometimes it is difficult to discern which factors need the most attention and how they might contribute to successful Human Resources strategies. High on the list of current topics are the issues of corporate diversity and inclusion, which have had an impact on business practices around the world.
From a Human Resources perspective, diversity and inclusion are usually part of a series of Human Resources programs that are meant to align with an organization’s strategic plan. While there is nothing wrong with this type of allocation or approach, there is a growing need to move these issues out of the traditional Human Resources space and to incorporate them into the foundation of the organization as a whole.
Josh Bersin provides us with an interesting insight as to why diversity and inclusion need to move out of Human Resources and into the broader corporate strategic plan.
Click here to read the article.
As noted in the article, companies that integrate diversity and inclusion programs as commitments from the corporate level, rather than positioning them as an ‘add-on’ through the Human Resources function, have better business success.
These challenging times call for organizations to take challenging measures.
How are Diversity and Inclusion programs identified in your current workforce?
Does your current workplace have a written statement that commits to inclusion and diversity in the workforce?
If it exists, how would you change it?
If it does not exist, write one that aligns with the organization’s business model.
How will you change HR programs so that issues of diversity and inclusion are not seen as ‘add-ons’ from a strategic planning approach?