Everyone talks about D&I but it is still not happening.
Most companies now have D&I policies and have signed D&I charters, but it is not being implemented and is not part of the corporate DNA in most cases. Research says that “An impactful D&I programme” is good for business. In fact, employees who feel their voice is heard are 4.6 times more likely to perform their best work.
How can you implement your D&I policies?
In the past, organizations looking to counter discrimination focused primarily on recruitment or on having sound policies to protect all employees. While these are crucial first steps, organizations need to go beyond check-the-box policies. This means proactively planning how to make D&I really part of your organization. D&I needs to be something that lives within your organization and is not just a HR programme or one-time event.