Competing Priorities Divert Attention From Diversity and Inclusion
Competing priorities impede the progress of diversity and inclusion efforts at many committed companies. This shouldn’t come as a surprise given the relentless need to achieve the business objectives communicated to shareholders. As a result, short-term trade-offs are often made in favor of other objectives, including revenue, cost controls, and productivity. This often has damaging effects in the long run.
Not all businesses face this challenge. Those that have standardized their approach to diversity and inclusion, have established a clear business case for their investments, and measure their performance are best positioned to stay the course even in the face of headwinds.
U.S. Manufacturers' Diversity and Inclusion Programs Are Emergent
Unfortunately, few businesses have embedded their diversity and inclusion strategies and tactics within their workflow; more than 80% approach improvements and programs in an ad hoc manner. The few that have embedded diversity and inclusion into their culture ensure that senior leaders and employees understand that it is a crucial business driver.
To integrate and strive for cultural adoption of diversity and inclusion practices with the business, diversity and inclusion leaders should develop a cohesive strategy that sequences investments in diversity and inclusion according to their current phase of maturity:
Diversity and Inclusion Attributes
By Execution Phase