Rainbow Collection Tools

Although they often have limited ‘official’ power, diversity managers or owners are often highly influential. Their championing of diversity and inclusion while sharing relevant data makes the topic tangible, allows for constant dialogue, and encourages colleagues to take concrete steps toward DE&I.

Top-level management needs to commit to DE&I initiatives. Leaders should be role models, actively participating and advocating for inclusion within the organization - e.g. by making choices to support a more diverse board or making resources available.

strong teams are interdependent teams. Interdependence between colleagues fosters a greater need for them to get to know each other better and, as a result, helps to break down hidden biases.

Based on data collection and analysis, develop a comprehensive DE&I strategy that outlines goals, actions, and accountability. This strategy should include measurable objectives and milestones. 

DE&I must go beyond policies and extend to all levels of the organization through ongoing, integrated training to raise awareness, promote understanding, and most important of all; reduce biases.

Be open to where the opportunities and risks are regarding DE&I. Also, address and share what the organization wants to do differently, share successes, and what changes employees as well as applicants can expect in the coming period.

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