Amplifying voices. Amplifying impact.
Organisations seeking to make a genuine impact in today's fast-paced and interconnected world recognise the value of diverse perspectives. By embracing and incorporating inclusivity into their work practises, these organisations not only foster an environment of innovation and creativity, but they also create a positive ripple effect that extends beyond their immediate organisational achievements.
Before we get started, here are a few strategies used by organisations that ground their work on outcomes rather than intentions, successfully amplifying diverse perspectives and thus increasing their overall impact.
They are clear about why they hire people with diverse perspectives.
Hiring talent with diverse perspectives helps their industry become more representativeto their customers, innovative and creative. Once hired, they make certain that they do not force their employees to fit into the organisation's existing mould; instead, they listen to them and sharpen their ideas to create better products, better experiences, and, as a result, an industry that everyone wants to contribute to and be a part of.
#hiringpractices
They prioritise opportunity over guilt.
Inclusive organisations understand precisely how their cause will result in meaningful change for people. These organisations foster collective problem-solving by cultivating an environment that encourages dialogue and partnership, leveraging the strengths of diverse perspectives and expertise. What they do not do is play on guilt. They benefit from diverse employees who drive them to despise finger-pointing, preferring to give both critics and supporters opportunities to make their case.
#workplaceculture
They tell stories, including those of their failures.
Organisations that amplify diverse perspectives recognise that failure is an inevitable part of the path to success. They openly share failure stories, emphasising the lessons learned and the growth that resulted. By de-stigmatising failure, these organisations foster an environment that encourages risk-taking and experimentation, allowing people from all walks of life to contribute their unique perspectives without fear of repercussions. Transparency like this fosters a culture of continuous improvement and resilience, propelling these organisations to greater impact. Don’t believe me, check out Case Foundation’s take on the importance of admitting mistakes when partnerships fail.
#allyship
They astutely remember “If folks can’t imagine you as human, all the policy in the world is irrelevant” - Ta-Nehisi Coates
In light of this profound realisation, these organisations, regardless of their causes, recognise that policies alone cannot address societal challenges if empathy and relatability are lacking. As a result, they prioritise putting people at the heart of their work. They strive to create a diverse workforce that can bring a wide range of experiences and perspectives, allowing them to consistently share insights on ongoing initiatives. When they are available, they listen to their Employee Resource Groups and explain the process and progress of the problems they are attempting to solve, ensuring transparency and accountability over time. These organisations make a meaningful and relevant impact in their respective fields because they focused on people (and not exponential profit at the expense of people and the planet).
#learningfromcommunities
Questions to help you get started
When starting, follow the principle “think small, thank inspiration”.
Identify an outcome already known to be successfully achieved in your organisation.
Identify the many factors that made that outcome was achievable.
Analyse how DEI would complement these successes
Be patient. Cut yourself some slack. You are undertaking a huge behavioural shift that will require you first to be OK.
