In the past weeks, organizations have faced unprecedented pressure, internally and externally, to ensure that “diversity” efforts are being conceived of, planned and accelerated – and that promises and commitments are met.
But how does one define “diversity”?
The subjectivity of the word changes depending on who is asked. One thing remains constant: ensuring that acclimation within a new cultural environment is a focus and that it is purposefully implemented in the workplace.
Where organizations fail in the longer term is that, in the rush to recruit “diversity”, they tokenize these efforts by thinking that it is a “job done” at the point of a new employee’s start date. In many cases, there seems to be too little cognizance of the onboarding, acclimation and inclusion stage.
Diversity cannot be achieved without Equity, Inclusion, Belonging and Intersectionality.
In addition to reflecting this thinking in our own team, since the inception of Bridge Partners in 2003, we have not only led purposefully inclusive leadership searches but also supported our clients in their thinking around diversity, equity and intersectionality. Not tokenizing diversity but truly understanding our candidate needs and client culture.