The big problem with diversity and inclusion initiatives at many major companies is that they’re siloed. They often fall under the umbrella (and responsibility) of HR, which can sometimes lead to a sort of surface-level, box-checking kind of diversity programs. These don’t really work and employees see right through them.
This sort of tactic can remind you of the salad days of the internet, where big companies had Internet Departments, responsible for maintaining websites and, for ambitious companies, maybe an online store. What felt short-sighted then is ridiculous now. Everything most companies do has some sort of online component baked in.
In the coming years, chances are, we’re going to look at D&I like that. For these programs to truly work, you need to weave them into your entire company, not simply slough off the responsibility on your HR department. Truly inclusive companies are inclusive at every level. Individuals work together with empathy, team members understand each other and work towards common goals collaboratively, and alternative opinions and ideas are valued, not shunned.
In other words, if your company is serious about D&I, you need to be serious about it everywhere. And that includes you learning programs. Our Chief Learning Office, Jesse Abing, had a chance to talk about that–and so much more–in our recent HR.com webinar. And if you missed it, you’re in luck. We just posted the video and would love it if you gave it a look. The audience at HR.com was lively and smart, asked great questions and made some really salient comments about the state of D&I in their companies. We learned a lot ourselves and hope you do too!