Why is it that when you look at the progress of diversity and equality programs, the statistics often resemble a walking drunk man? An erratic pattern where progress moves forwards, sideways and backwards only to surge forward again. Online diversity and inclusion training requires far more attention than merely measuring progress at irregular intervals. We also need comprehensive step-by-step guidance from experts to keep us on the right track.
Table of Contents
Conduct a SWOT analysis
Like any good strategy, initial formulation needs to be based on a SWOT analysis. As an organisation, we need to know our strengths, weaknesses, threats and opportunities; therefore, this analysis cannot be done in a vacuum. Analysis demands a detailed investigation of the elements connected to the values, principles and goals of the organisation.
Furthermore, it is not a good idea for top management to do this in isolation when it comes to diversity and inclusion matters because each part of SWOT analysis contributes towards linked plans and concrete deliverables. Perceptions and inherent bias of strategic decision-makers will be a reality to tackle as we do not want to be misled by the stories we tell ourselves.
Furthermore, a SWOT analysis gives you a better idea of an organisation’s potential, which is critical for optimising the program.
Getting management on board
As we all know, top management will be held to the standard of walking the talk. Hence, successful online diversity and training programs start with your top managers. Furthermore, starting at the top provides a reference point for meaningful discussion between people and those with strategic acumen in this field. As an added bonus, getting management involved will make any SWOT analysis more honest and focused and bring to the fore what will count to support sustainable progress in the coming years.
The strategy needs to be built on well-thought-out and detailed key plans that work together as an integrated whole. It must also fit into the overall business strategy and contribute to key performance metrics and subsequently tracked, measured and reviewed as each milestone is reached.
Clarity and building blocks are essential to entrench diversity and inclusion within the organisation. Leadership skills training courses online will help all aspects of the strategy. Therefore, we need to reach a point of establishing collective commitment to maintaining momentum.
Setting the foundation
Online diversity and inclusion training makes it clear that awareness, engagement and dialogue are good. However, action and tangible results will be more meaningful to a diverse, multicultural organisation. There is always a lot of debate about where to put resources and energy first to have maximum impact.
This is not an easy one to answer.
The analysis will often throw up more immediate questions than answers. In such cases, experienced guidance from diversity and inclusion consulting partners is more useful.
We do not want to waste resources on trial-and-error solutions unless necessary. Sometimes we will benefit from having our hands held initially by trusted advisors in uncharted territory. They will take us step-by-step through a mind map of scenarios and customised choices to make the ideal training strategy for an organisation.
However, at the end of the day, management still owns the strategy and is responsible for its delivery.
The value of a guide
There is nothing contrived or insincere about adopting a structured guided approach to diversity and inclusion. It is not a formula for success; instead, it harnesses all available wisdom and uses it to the mutual benefit of all so that we stay on the straight and narrow path to progress.