9 quick wins for an easy introduction to Diversity and Inclusion programs

Good things take time. This also applies to the implementation of diversity and inclusion programs, the development of which requires a great deal of perseverance and commitment. With these 9 Quick Wins, you can accelerate the journey to a more open corporate culture.

Those who promote Diversity and Inclusion (D&I) are rewarded in the long term with more satisfied, motivated and creative employees. But getting D&I programs rolling is not easy.

Defining goals and measures, developing a communication strategy or determining key performance indicators are just the start of a long to-do list. Complex tasks such as increasing the proportion of women in management positions take careful planning. All alongside tight budgets and the expectation of managers to produce success-stories fast.

It can be tricky. So start with measures that are easier to implement with our 9 Diversity ‘Quick Wins’. Low-risk and budget-friendly, they also have a direct impact on corporate culture. This is particularly important for quickly convincing colleagues of the advantages of a diversity-loving organizational culture, and to encourage them to help shape it.

1. Use gender-neutral language
   Take a look at your company website, job ads and social media channels. Do you use gender-neutral formulations throughout? This is essential when working in a language with gendered nouns like German. The appropriate choice of words sends a signal for an inclusive or non-inclusive workplace for both potential new recruits and your current employees. The same applies, of course, to the spoken word in job interviews, team meetings or feedback rounds.
2. Establish parental leave partnerships
   It is a valuable privilege to be able to consciously devote time to new children with the support of the employer. For many parents, however, this means they have to worry about missing important developments at work during their absence. Eliminate these concerns by appointing a contact person from the department. They can keep the expectant parent up to date on what is happening and make it easier for them when they return to working life.
3. Celebrate a range of holidays
   The recognition of holidays of underrepresented social groups and beyond Christmas or Easter shows that diversity is appreciated at your workplace. Honour alternative celebrations such as International Women’s Day, Gay Pride Week or International Day for People with Disabilities. Communicate your support through your internal and external communication channels.
4. Supply bathroom basics
   The free provision of coffee, fruit baskets or other employee benefits is important. It would be at least as worthwhile to find the budget for equipping the bathrooms with tampons, deodorants etc. Everyone, not only female colleagues, will perceive this gesture as positive.
5. Establish employee networks
   Be it sports circles, international clubs or LGBTI networks: employees who share certain interests or life situations can come together here, regardless of department or hierarchical level. Such networks promote a sense of togetherness and help employees identify with you as an employer. Encourage the foundation of such initiatives with targeted speeches or calls on the intranet, support visibility by providing dedicated websites and, when the time comes, give ownership of these networks to the members themselves.
6. Organize fireside chats or lunch talks
   Invite exciting role models from the D&I community to a discussion about the opportunities and challenges of diversity and inclusion. Such events are instructive for both sides and signal to your staff that you take this topic seriously. Strong D&I supporters who are keen to share their experiences can be found in communities on LinkedIn and Xing, or among the Signatories of the Diversity Charter.
7. Hang up a world map
   It’s not just a gimmick. Often, employees are unaware of how many nationalities are united under the roof of the company. So why not hang up a world map in a public place like the cafeteria, where each person can mark their own country of origin with a pin needle? This creates awareness of international diversity within the workforce and provides stimulating discussion material during breaks.
8. Highlight outstanding work
   Who doesn’t feel more motivated by constructive, sincere praise for outstanding work? Placed correctly, praise provides an easy way to show appreciation to team members and make them feel that they are an important part of the organization.
9. Identify Best Practices
   Talk to your employees to find out where D&I already plays an important role and has contributed significantly to success. Check together whether these measures are scalable. If so, take them up and encourage other departments to implement them as well.

There are no simple, effortless recipes for real cultural change. The subject is too complex. But if you start with these easy measures, this will give you a solid foundation and take you a big step closer to your goal of an inclusive and respectful culture.