A DE&I strategy can only succeed if it has the full support of and active involvement from the organization’s senior leadership, including the…
A DE&I strategy can only succeed if it has the full support of and active involvement from the organization’s senior leadership, including the CEO, the executive team, and the board of directors. To obtain this level of commitment, accountability is necessary. Learn effective ways to hold senior leadership accountable for DE&I strategy results by developing a dashboard related to the recruitment and retention of employees from historically marginalized groups. We’ll also explore how senior leaders can regularly promote the organization's commitment to DE&I and hold all employees, regardless of level, accountable for creating a diverse, equitable, and inclusive culture.
Learn how DE&I overlaps with a company’s ethical responsibility, philanthropic endeavors, and financial responsibilities. From clear and consistent policies to ensure fair treatment of employees across all dimensions of diversity to the alignment of the company’s philanthropic work with DE&I strategy, let us show you how to incorporate DE&I into CSR. Learn how supporting minority-owned businesses can improve the efficiency and effectiveness of a company's supply chain and create wealth for historically marginalized and underrepresented communities. You’ll also examine how to find diverse suppliers and determine where your company is with respect to its supplier diversity program. We’ll walk you through different types of consulting organizations that can help evolve your company’s DE&I strategies via research, consulting, benchmarking, and awards. You’ll also learn about how the US Department of Labor can help you address DE&I standards and implement best practices for building an inclusive workforce.
Learning Objectives:
- Determine how to get the full support of senior leadership in the DE&I strategy
- Develop a supplier diversity program
- Identify how to collaborate with organizations that provide DE&I research, consulting, and benchmarking
What You'll Learn
- Determine how to secure full support and active involvement from senior leadership in the DE&I strategy
- Develop a dashboard to hold senior leadership accountable for recruitment and retention of employees from historically marginalized groups
- Incorporate DE&I into corporate social responsibility, including ethical, philanthropic, and financial responsibilities
- Develop a supplier diversity program and identify diverse suppliers to strengthen the supply chain
- Identify how to collaborate with organizations that provide DE&I research, consulting, benchmarking, and awards
- Apply best practices for building an inclusive workforce, including using support from the US Department of Labor
Key Takeaways
- A DE&I strategy can only succeed with the full support and active involvement of senior leadership, including the CEO, executive team, and board of directors.
- Accountability is necessary to obtain leadership commitment, and a dashboard tied to recruitment and retention of historically marginalized groups can help track results.
- DE&I overlaps with a company's ethical, philanthropic, and financial responsibilities and can be incorporated into corporate social responsibility through clear, consistent policies.
- Supporting minority-owned businesses can improve the efficiency and effectiveness of a company's supply chain and create wealth for historically marginalized and underrepresented communities.
- Consulting organizations and the US Department of Labor can help evolve DE&I strategies through research, consulting, benchmarking, awards, and standards.
Frequently Asked Questions
Who is this course designed for?
This course is aimed at executives, focusing on how senior leadership including the CEO, the executive team, and the board of directors can support and be held accountable for DE&I strategy.
What topics does this course cover?
It covers securing top-down leadership commitment, building accountability through a recruitment and retention dashboard, incorporating DE&I into corporate social responsibility, developing supplier diversity and B2B relationships, and forming alliances with DE&I research, consulting, and benchmarking organizations.
What will I be able to do after completing this course?
You'll be able to determine how to get the full support of senior leadership in the DE&I strategy, develop a supplier diversity program, and identify how to collaborate with organizations that provide DE&I research, consulting, and benchmarking.
How is the course structured?
The course includes lessons on Introduction, Top-Down Commitment, The Role of Corporate Social Responsibility, Diversity in B2B Relationships, Alliances and Partnerships, and a Test Your Knowledge section.
Does the course address external resources for DE&I?
Yes. It explores different types of consulting organizations that help evolve DE&I strategies through research, consulting, benchmarking, and awards, and explains how the US Department of Labor can help address DE&I standards and best practices.
Transcript
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Diversity, equity and inclusion strategies are most successful when leadership is actively involved. This is often called top down commitment. Welcome to Knowledge Cities Course DEI Organizational Processes for Executives. This course will help you ensure that DIY plans are successful by committing to change and accountability. Build corporate social responsibility by exploring its relationship with DEI and maintain equity and inclusion in the workplace through alliances and partnerships. Promote both DEI and business objectives with our course. DEI Organizational Processes for Executives.
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