You have to figure out where the organization is in terms of inclusion shortcomings. This requires assessment. The results serve as a baseline for measuring progress.
An organization that practices exclusion of diversity is characterized more or less by the following:
Employees of subordinate groups experience daily indignities due to less power and status in the organization.
The “glass ceiling” is obvious and the practices that create it appear difficult to remove.
Lack of a diversity and inclusion strategy.
Any existing harassment policies focus on “zero tolerance”, rather than appropriate inclusive behaviors.
High turnover among employees of color and women.
An inclusive culture is characterized by most, if not all, employees feeling empowered and valued. Inclusion is the result of removing the barriers to full member participation. The organization needs to know how inclusive it is. To the extent that the organization falls short of inclusion, it is important to know what cultural competence is needed to make improvements. You want to assess the organization’s cultural competence to promote inclusion.
A valuable assessment will indicate the areas in which the organization is doing relatively well and the areas for which it lags behind in promoting inclusion. Essentially the assessment is about discovering the knowledge that (a) members of the organization need to promote inclusion and (b) managers need to remove productivity barriers (e.g., develop policies & procedures and resolve intercultural conflicts).
Groups that have been historically underrepresented or disenfranchised in organizations are considered subordinate groups. Examples include women, racial minorities, religious minorities, sexual orientation minorities, etc.
Glass ceiling refers to an invisible upper limit for minorities and women in their efforts to mobilize into the higher echelons of a company.
Excerpt from The Organizational Inclusion Toolkit (Click Here to learn more).
What Your Organizational Inclusion Score Means
Stage 5: If you chose the first choice at the top of the list, then your organization is in the Inclusive Stage.
Stage 4: Egalitarian Stage = second from top
Stage 3: Ambivalent Stage = third choice
Stage 2: Defensive Stage = fourth choice
Stage 1: Conventional Stage = fifth choice
Note that the stages are developmental. The lowest is least inclusive. Click Here to learn more about the model and the alternative survey format.
Cultural Diversity Poll: Republicans Need Romney; McCain a No Show.
Americans are, in part, basking in the glory of having a woman and person of color as serious contenders for the presidency. They like witnessing the social progress that has been made. This is one more reason the Republicans are in trouble. The economy is certainly a huge concern, but don’t discount the power of a candidate’s social capital in this election.
Respondents had an opportunity to vote against all of the listed candidates or to indicate that the best candidate was not in the list. However, less than
An inclusive culture is characterized by most, if not all, employees feeling empowered and valued. Inclusion is the result of removing the barriers to full member participation. The organization needs to know how inclusive it is. To the extent that the organization falls short of inclusion, it is important to know what cultural competence is needed to make improvements. You want to assess the organization’s cultural competence to promote inclusion.
