I wrote recently about the value of using the Five Why’s to connect HR objectives to company strategy and the most important area of Human Resources where I’ve used this approach is with diversity and inclusion. When it comes to diversity and inclusion efforts, we must have the discipline to go beyond the “it’s the right thing to do” argument and the Five Why’s approach can be super effective. [Click to Tweet!] (Shout out to Global View Communications in Providence, RI for doing great work in this area.) In my conversations with GVC CEO, Greg Almeida, we’ve talked about the importance of making that business connection clear as crystal. It goes something like this:
We should do diversity and inclusion training. (Why is that important?)
- Because it will help our employees be more productive, collaborative and creative by appreciating and leveraging the various perspectives and contributions we each have. (Why is that important?)
- Because it will create better, more inclusive products that resonate with broader audiences. (Why is that important?)
- Because we need to grow our revenue and expand globally which requires greater and broader cultural competence. (Why is that important?)
- Because if we don’t, we won’t meet our milestones and the board’s expectations. (Why is that important?)
- Because we have stated that failure to meet these expectations will result in failure of the business to fund its mission.
I’m likely preaching to the choir in terms of the great value that comes with appreciation for and celebration of diversity, with the contribution a diverse workforce makes, and with the building and maintaining of sound inclusion practices as part of an organizational culture. And I’m also sure that I’m not the only one who has encountered skepticism related to the tangible business.
This approach has worked for me in getting more leaders more aligned with the business impact of diversity. What has worked for you?
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