What an impactful year it has been? Some of the highlights included continued remote working, focus on mental health and well-being, continual education on diversity and inclusion at work, conquering biases, and more. So, as we head into the last month of the year and embrace time off, let’s consider the opportunity to also fuel up to ready ourselves for the coming year. From an inclusive leadership standpoint, there are several ideas to consider and implement. They include ideas around tying up loose ends that may lead to small wins, focusing on leadership accountability and honoring our commitments, honing in on our data insights, and broadening our support of diverse businesses.
Glean More Data Insights
Auditing and unpacking available data points can be inputs to make better decisions in the coming year. For example, existing employee engagement surveys may provide insights on desirable or necessary shifts. In addition, a DEI-specific survey can highlight opportunities for increased engagement and innovation. Download a survey template from the Society of Human Resources Management. This time can also be helpful to review DEI work that has been done to date.
Jumpstart Your Benchmarking Surveys
The lull of the last month can be a winning opportunity to fine-tune your plans for the coming year. One option is to get a jumpstart on diversity, equity, and inclusion benchmarking surveys. Seramount’s Best Companies Lists opens up on December 13th. Participating is not just about winning but a chance to build awareness through the applications process. Gain insights about your workplace culture by assessing what is going well and what needs tweaks. Other surveys for consideration include Diversity Inc Top 50, The Hispanic Association on Corporate Responsibility (HACR), Human Rights Campaign (HRC), Working Mother, Great Places to Work, and more.
Tie Up Loose Ends
Now is an excellent time to revisit any stalled projects to determine if they are worthy of action before the year’s end, especially if it’s an opportunity to deliver small wins to your workplace. For example, perhaps there was a desire to create a multicultural calendar to build cultural awareness, but there weren’t resources and time to get it done. Another example is making space to grant your affinity/resource group access to senior leadership teams. Finally, consider scheduling a fireside chat to share strategies to support their planning processes.
Follow Up On Leadership Accountability
Are there any lingering concerns about holding leadership accountable? Were diversity, equity, and inclusion (DEI) representation promises kept? Take stock of the support needed to sustain your DEI strategy. 360-degree leadership feedback reports can also provide additional context and suggestions for more accountability. Now is the time to take action to ensure you are walking the talk to promote an inclusive culture.
Continue (or Begin) Supporting Diverse Businesses
We are amidst a season of giving. By giving, we make way for more abundance. Workplaces can consider multiple avenues for inclusion. Amping up your supplier diversity efforts by supporting diverse businesses during this period makes good business sense. WBENC, NMSDC, Disability:IN, the US Pan Asian American Chamber of Commerce are examples of gateway organizations that provide corporate membership to gain access to diverse suppliers. Donations to various charities can be an additional outlet to show your DEI commitment. CIO Magazine’s Sarah White outlines twelve suggestions for non-profits to support in the tech space.