The Whys, Whats and Hows of Diversity

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FountainBlue Survey: The Whys, Whats and Hows of Diversity whenshespeaks.com/diversity

FountainBlue leverages its two decades of experience coaching and managing leaders at all levels to provide strategic Diversity and Inclusion consulting to tech companies across Silicon Valley and beyond. 

FountainBlue created the above matrix on the Whats, the Whys and the Hows of Diversity, and compiled the summary of learnings based on interviews with dozens of HR professionals in the FountainBlue network and beyond in the month of October.

Build credibility, momentum and funding by making a business case and collaborating with business leaders.

  • Attaching diversity to a business cause and a business result exponentially increases the likelihood of adoption, funding and momentum.
  • Engagement across executives, business units, and geographies also increases the likelihood of short-term and long-term support and success.
  • Although the passion behind the diversity cause brings attention, the focus on the business imperatives brings resources and results.

Rise above the do-right, and speak to the do-well.

  • Passionate and emotional commitment is essential for success, but that passion must also focus on the business imperatives.

How you think must align with how you speak and how you act.

  • Token thoughts and words are noise. Actions without thoughts and words are random acts which can’t bring lasting change. Align how you think with how you speak with how you act.
  • Choose a culture that consistently aligns thoughts, words and actions.
  • Don’t expect perfection every time, all the time, but do commit to always learning and growing and standing by core values.

It’s always about how you make people feel.

  • Make people feel important and valued.
  • Ensure that their experiences as staff consistently reflect how important they are to the organization.
  • Sincerely invite feedback and input, but only if you intend to follow through.
  • Challenge everyone to rise above what they’re doing now, and think to what they can do in the future, how they are grow in position and value within the organization.
  • Invite open-minded thinking out of the box.
  • Invite, celebrate and reward people to be enthusiastic and engaged, performing far beyond expectations. 

It’s a journey, not a destination.

  • Be vulnerable, authentic and sincere in communicating how the team, the company can work together to build a cohesive, empowered, engaged culture, a rewarding user experience, an effective organization and brand.

Please join us in thanking our participating HR leaders for their input on this article. These findings will be integrated into our coaching and diversity consulting practice with more information available at www.whenshespeaks.com/diversity. 

We also welcome your insights and input on diversity best practices you’ve successfully implemented for your company. Meanwhile, our corporate partners will share their best practices in our upcoming programs.


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