Foster, promote, support and drive inclusion in my organization

Performance Criteria – in my organization, I…

  • Recognize the shared interests and values of those in the workplace and community.
  • Promote practices that leverage diversity in the workplace and community.
  • Attract, recruit, on-board and promote diverse talent using bias-aware and inclusive practices.
  • Provide opportunities for full participation, development and advancement to all employees and stakeholders.
  • Develop and use D&I KPIs to track the organization’s progress with D&I.
  • Build teams that reflect and leverage the diversity and inclusion in the organization.
  • Encourage organization members to develop empathy and respect for everyone.
  • Use a variety of D&I strategies to support diverse team and community members.
  • Help the organization to understand the business case for D&I.
  • Advocate for diverse perspectives that reflect the diversity of the organization.
  • Consistently demonstrate integrity and credibility, and build trust through inclusive behaviour.

 


 

Definitions – what the terms used in this competency mean

  1. Stakeholders: relevant community members, shareholders, owners, subcontractors, customers/clients, suppliers

 


 

Required knowledge

  1. The business Case for diversity and inclusion.
  2. D&I strategies to support diverse team and community members.
  3. Bias-aware and inclusive practices.
  4. Inclusive behavioural expectations

 


 

Example – what might this look like in practice?

  • Recognizing the lack of women represented in senior executive levels, the HR leader brings together the executive team in a workshop to redefine the criteria for ‘high potential’ to reflect how people might get results differently.
  • You review the employee engagement survey questions and identify questions that can measure characteristics of an inclusive environment, align these metrics with the D&I objectives of the organization and start tracking these metrics over time to demonstrate improvements.
  • You review the recruitment process in your organization, identifying those process steps that allow biases to unintentionally contribute to lack of diversity in your workforce.
  • You contribute an article to the department blog that shares your personal perspective of the importance of reaching out to include a group of new refugees who have recently been hired by the organization.

 


 

Related resources – Strengthen your competencies with TRIEC Learning

In-person workshop: Leading the Conversation: Diversity and Inclusion Training for Leaders (Program offered yearly)
E-Learning: Leading the Conversation
E-Learning: Unconscious Bias in Resume Screening
E-Learning: Inclusive Interviewing
 


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Keep in touch!

Enter a few details to complete the download. We’ll send you information about how TRIEC can help you make your workplace more inclusive – you can unsubscribe at any time.

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