As D&I practitioners we often have the privilege to work many people, who like us, have a passion for D&I and whose views and interest concerning various D&I related issues are very much aligned or at least similar to our own. Obviously it is easier to find support, shared interest and even champions among this group. But what about employees or stakeholders whose interests in D&I may be less? What about people who may have an interest but whose views on various D&I issues are quite different? Do our inclusion efforts welcome and engage these individuals or push them further away? How effective is our approach to inclusion at reaching and engaging these groups? Are there differing approaches to effectively engage different stakeholders in our approach to D&I:
- How do we engage employees working in a high-rise on the east or west coast vs. employees working a blue-collar job in a manufacturing facility in the south or mid-west? What about senior executives vs. middle managers or first line supervisors?
- As politics have split the nation on many issues, including some D&I related issues. Are our interventions viewed politically inclusive or tolerant?
- How are employees around the world with varying politics and faiths included?
- Do our efforts help contractors or suppliers to be more inclusive or simply demand surface compliance?
- What beliefs are acceptable and unacceptable? What behaviors are acceptable and unacceptable?
- Do certain customers feel included, while others excluded?
Come prepared to engage on these difficult questions as we share ideas and experiences as a group