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.

Develop More Inclusive Leaders

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    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. 

    Achieve business goals with an embedded approach to Diversity and Inclusion.

    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.

    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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