Welcome to the second instalment of our three-part series: Achieving a More Inclusive Future: The Ultimate Inclusion, Diversity, Equity, and Accessibility Goals. The first installment, Benchmarking Your Inclusion, Diversity, Equity, and Accessibility Progress, discussed the critical role of Inclusion, Diversity, Equity, and Accessibility (IDEA) Benchmarks and their use in organizations. We discussed the necessary role of internal benchmarking as a catalyst for meaningful organizational change, highlighting the Global Diversity, Equity, and Inclusion Benchmarks Standards (GDEIB) from The Centre for Global Inclusion as an invaluable resource. We also explored how firms like CCDI Consulting can assist organizations in establishing tailored internal benchmarks and provide continuous insights for improvement. The unique strength of internal benchmarking lies in its capacity for customized, real-time evaluations, which enhance employee engagement and drive broader societal impact—ranging from improved employee well-being to fostering innovation.
The second part of the series, examines what it truly means to set ambitious yet achievable goals for your organization. From talent acquisition and leadership development to creating an inclusive culture, this section will provide goals for organizations to consider.
Organizations can play a pivotal role in a rapidly globalizing world that strives for unity in inclusion, diversity, equity, and accessibility (IDEA). Let’s ensure we are starting from the same understanding of these terms. For this discussion, we’ll use these definitions to understand IDEA:
Inclusion: Embracing Everyone in the Circle. Inclusion involves more than just making people feel welcome; it is a mindful effort to ensure that everyone feels valued, respected and able to contribute to their fullest potential in all facets of an organization.
Diversity: A Rich Tapestry of Ideas and People. Diversity is the mix of characteristics that make each and every one of us unique. Some of these elements may be visible, but many aspects of our diversity are invisible and may change over time. These elements include age, perceived race, gender expression, religion, hobbies, work experience, and ability.
Equity: Ensuring Fair Opportunities for All. Equity is the assurance and actions towards providing everyone with the tailored resources they require to access opportunities, acknowledging systemic imbalances. It is the recognition that different people need different tools to succeed.
Accessibility: Removing Barriers and Building Bridges. Accessibility is the design of products, services, or environments to access and fully utilize them by people with disabilities and those without.
With a shared understanding of IDEA, let’s explore some high-level goals. In keeping with the previous article, these goals have been developed around the GDEIB Standards from The Centre for Global Inclusion and sorted into its benchmarking categories of Foundational, Internal, Bridging, and External Goals. Implementing IDEA goals involves strategy, setting long and short-term goals, and achieving measurable and impactful milestones. The following are possible goals and actions for an organization’s IDEA development.
These goals are the building blocks and lay the groundwork for your organization’s IDEA initiatives:
Internal goals focus on the employee experience by highlighting recruitment, compensation, and general employee well-being:
This category bridges the foundation, internal, and external focuses of IDEA in organizations and the areas of assessment, learning, and communication that are necessary for their achievement:
This category relates to how the organization offers services and products focussing on community engagement and responsible business practice:
Achieving a truly inclusive, diverse, equitable, and accessible (IDEA) environment is not a one-off task but an ongoing commitment that demands thoughtful strategy, focused execution, and relentless dedication. In our journey towards an all-encompassing IDEA culture, organizations have a monumental role to play. The pathway is extensive and exhaustive, from foundational goals that shape the organizational vision and culture to internal policies that foster inclusivity among employees, bridging initiatives that connect various aspects of the business, and finally, external goals that influence how organizations impact the world.
Success in IDEA is not just about ticking off boxes. It's about an enduring, systemic change that makes diversity a reflex, not a forced initiative. It's about transforming not just workplace practices but also the mindsets that govern these practices. This involves not just the leadership but every single individual in the organization. As we have seen, achieving this requires a clear vision, structured objectives, tactical actions, and regular monitoring. Above all, it involves authenticity in intention and action.
The IDEA journey can be intimidating. As organizations, we can't do this alone. That's why consulting firms specializing in IDEA, such as CCDI Consulting, are invaluable allies in this quest. Creating a tailored plan with the client, we outline the assessments useful for setting internal benchmarks. We help develop strategy, define goals, and set long-term and short-term priorities from those results. We assist in providing employee and leadership training and , we deliver ongoing support through regular monitoring and audits to ensure the IDEA objectives are met and integrated into the organization's culture.
Let’s remember that IDEA is not just an initiative but a lens through which we view the world and a language through which we communicate our values. As we define our goals and set our objectives, let's strive to integrate this language into our organizational DNA so profoundly that it becomes second nature. Ultimately, the endeavour towards achieving a more inclusive future is a collective responsibility that impacts our workplaces and society. So, let's embark on this journey with the earnestness it deserves because the promise of a more inclusive future is a vision well worth the effort for us all.
Are you interested in building a more inclusive future, starting with your organization? Contact us at info@ccdiconsulting.ca to learn more about planning your organization’s IDEA Journey; we’d love to help!mailto:Info@ccdiconsulting.ca With expert guidance, robust assessments, and continuous support, your organization can navigate the complexities of this transformative journey more effectively.
Join us next week for the final post in this series, IDEA and Organizational Effectiveness, which discusses how fulfilling these goals translates into building more effective and socially responsible organizations with long-term sustainability.