Support Workforce Diversity

Build a diverse and inclusive organization

Despite sound D&I strategies, execution challenges persist

Sixty-nine percent of organizations cite workforce diversity and inclusion (D&I) as a strategic priority, but HR still struggles to hold the business accountable for D&I outcomes. Many well-intentioned D&I approaches are programmatic, person-dependent or based on a point-in-time experience or event. Plus, most organizations find that set D&I metrics go unwatched or deprioritized in favor of other business goals.

We have pockets of success; some of our leaders really get it. But we’re still figuring out accountability, and I’m wondering how to reach the group we’ve missed so far."

Vice president, diversity and inclusion, insurance organization

Embed workforce diversity & inclusion strategies across the function

To find real progress in diversity and inclusion initiatives, organizations must define a strategy that drives not only real change, but also an accompanying implementation plan that is aligned with the organization's priorities and embedded in existing business decision points.  HR leaders can do this by creating small interventions to ensure the fundamental systems that underlie processes, culture, training, recruitment, measurement and more are designed to maximize D&I outcomes. 

Insights you can use

Gartner research is designed to help HR build a sustainable workforce diversity and inclusion approach that is embedded in organizational processes.

Evaluate your organization’s inclusive behaviors

Gartner can help you rewrite your workforce diversity diversity and inclusion playbook by targeting workforce behavior and helping you identify and eliminate bias within processes to ensure equitable hiring, pay, reviews and assignment of promotable work.

Leverage technology and data to develop inclusive leadership

To build more inclusive leaders, HR can use technology to inclusively identify HIPOs, build inclusive behaviors in leaders and measure leaders’ uptake of these behaviors. This article details how HR can increase inclusive leadership through these three stages of development.  

Mitigate bias in succession planning

To effectively mitigate bias, HR leaders should introduce tactical interventions or “nudges” into their existing succession management processes to increase visibility of diverse talent and enable objective decision making. Learn how to create a more diverse pipeline and leadership bench.

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Gartner ReimagineHR Conference 2019

The Future of Work: How HR Can Reimagine Work to Drive Performance

Join us in Sydney, London or Orlando to explore not only how technology is defining the future of work, but also how a broader set of hidden critical issues are impacting how work will truly change.

  • 65+ sessions including breakouts, keynotes, roundtables, dedicated peer-to-peer networking and more
  • Seven tracks that address the most pressing challenges across all senior HR leadership roles
  • Crowd-sourced implementation of ideas through in-the-moment ideations and networking sessions

Well worth the investment. Thank you for creating the space to do things differently and reimagine HR!

Kiwanda Stansbury

Director, Diversity & Inclusion, Advance Auto Parts Inc.

Gartner topic experts

Gartner’s HR experts include more than 90 people worldwide. Meet a few of our leaders. 

Ingrid Laman

Kathy Cleary
Senior Principle

Kimberly Shells
Director, Advisory

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Our experts can equip you with labor market data, HR function benchmarks, and relevant best practices and tools that accelerate speed to execution and ensure decision quality.