Ladan Nikravan, Diversity Executive
July 15, 2013
July 15, 2013
An organization’s diversity strategy will fall flat if its leaders aren’t committed to the broader norms of the practice.
The Diversity Value Index (DVI), the Human Capital Media Group’s benchmarking program, has five dimensions. This article addresses the third one, leadership and organizational commitment. To fully realize diversity and inclusion’s (D&I) value, an organization’s leadership and workforce must be committed to driving and executing a D&I strategy that results in measurable organizational value.
While it is important that D&I strategy be in harmony with an organization’s core mission and values, it is equally important that leadership actively supports the diversity strategy and its implementation. The DVI judges were instructed to assess whether an organization’s leadership support was cross-functional in the areas of recognition, ownership, communication and teamwork. They were asked to assess the extent to which leadership endorsed and actively participated in D&I programs.
Judges also were asked to examine whether D&I key performance indicators were integrated into performance management, compensation, bonuses or promotions. Taken together, these elements create accountability for leaders to achieve diversity strategy.
Finally, judges were asked to examine any evidence that leadership leads cultural change within the organization. To this end, they looked for evidence that an organization’s leadership did more than pay lip service to diversity and inclusion, that they understood the value of diversity efforts and were active champions for cultural change.
Previous Diversity Executives issues spotlighted other DVI pillars. The March/April issue focused on mission and values, the May/June issue spotlighted strategy and execution, and finally, the September/October issue will highlight diversity and inclusion measurement.
For more information on the Diversity Value Index, visit here.
