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Implementing a diversity strategy
Commitment, communication and constant evaluation will help you make the most of London’s diversity. This section explains how you can ensure that changes last.
As with any business change plan, for a Diversity Strategy to succeed you need to make sure that:
Commitment from leaders
Managers’ behaviour and commitment deeply affect how your employees view diversity, and how far they’ll change. Pinpoint the changes in behaviour that managers will need to show to your organisation. It’s important that senior managers can be trusted to set a consistent example.
Recruitment is a key area, both by managers and for managerial roles. If managers are seen to be actively supporting applications from people from diverse backgrounds, this makes it clear that your organisation values a diverse workforce.
Managers’ targets – some tips
Research has shown that putting diversity targets into annual appraisals and performance reviews can make a real difference to the level of commitment to diversity that managers demonstrate.
Managers’ targets could include:
Research has shown that setting diversity targets for individual managers is a powerful way to ensure that diversity is taken seriously.20
Commitment from employees
As with all major business change, it’s essential that employees buy into your Diversity
Strategy from the start. So consult them while you’re planning. Get input on how to improve your business from trade unions or employee groups. And once the plan has been developed, keep communicating. Show employees that their comments have been considered and that you are still interested in their views.
Emphasise how the plan will benefit employees as well as the business and take ownership of it. If you and senior people personally communicate the Diversity Strategy, rather than delegating it, employees will identify it with you. Your commitment can help win over the waverers.
As well as face-to-face communication, there are many other ways to keep employees in touch:
Ensure you recognise – and celebrate – significant achievements along the way. This could include everything from positive feedback to individual or team awards.
Employee diversity networks
An effective way to include employees in diversity is to set up an employee network, such as an LGBT (lesbian, gay, bisexual and transgender) network, or a women’s network:
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