Building an inclusive workforce strategy, paper presented at the International Conference on Diversity in Organisations, Communities and Nations, Vienna, Austria July 2014

This presentation focused on strategies needed to develop and implement an inclusive workforce strategy that engages all stakeholders so as to capture the moral and commercial benefit of diversity and inclusion in organisations.

Synopsis: Achieving increased D&I momentum and real results for the business is a challenge for most organisations. Despite years of focus and effort, little real and sustained progress has been made in achieving desired diversity and inclusion outcomes and leveraging the full benefit for individuals and the organisation. A change of approach is needed - not just aimed at systems and processes but at a more fundamental level - how we think and subsequently how this translates into decisions and cultural factors that affect the workforce. Many decisions by individuals form cumulative, intangible layers within the culture of the organisation. They shape ‘how we do things around here’ and often operate from an inherent 'fear of difference' (Banaji and Greenwald, 2013). To improve diversity and inclusion outcomes the issue of workplace culture must become further elevated as an essential area of focus.

Designed for practitioners by practitioners, this workshop examines tangible and intangible culture ‘layers’ presented in a format which encourages participant reflection and sharing of ideas leading to new ways of looking at the problem. Designed as a contemporary diagnostic tool, the Diversity and Inclusion Continuum© tool will be a central element, enabling participants to map their organisational position against tangible culture markers.

Central to making change 'stick' is the involvement of key stakeholders. This workshop will also provide a three (3) stage roadmap designed to provide a clear starting point through to capturing competitive advantage and leveraging diversity and inclusion using a strategic and systematic approach.

For more information please contact Wendy Lundgaard - see Contact section on this website.