that honor diverse perspectives and foster economic growth, workforce development and innovative business practices throughout the region has long been a priority of the KC Chamber as part of the Inclusive Prosperity pillar in the organizational strategic plan.
Whether it is through the Allyship series, the Power of Diversity Breakfast, the Ace and the Champions of Diversity Awards, Welcoming KC initiatives or partnering on a new DEI mastery program, the focus is on helping businesses thrive as they embrace a broad range of perspectives and create cultures of belonging for employees. Preparing leaders to sustain comprehensive cultural transformations takes time and intentionality.
The KC Chamber’s philosophy on DEI is that it should be interwoven to be a part of both our culture and our organizational DNA. We are constantly working to view all of our events and programming through a DEI lens, not just those that might be inherently obvious. We also pride ourselves on providing safe spaces for business leaders to have conversations that are sometimes difficult and sometimes uncomfortable around diversity. Because change happens where inclusive conversations start.
Top 10 Best Practices for Diversity & Inclusion in the Workplace
Strong support from top management including the CEO and board chair (written statement of commitment) can drive the company’s diversity strategy and execution daily. Executive involvement includes active leadership in the company’s employee resource groups, service as executive chairs for diversity growth strategy teams and advisory councils, and involvement on the company’s diversity councils.
Make diversity and inclusion a priority by creating a strategic framework that includes diversity and inclusion in all departments and workplans. Creating a strategic plan allows the leadership team as well as employees to keep diversity and inclusion at the forefront of every initiative and program and all company processes.
How can a company ensure that it’s able to choose from such a field? For starters, it’s important to work not only with traditional recruiting firms, but also with diversity-specific recruiting companies, that can help bring you the right candidates.
Diversity and inclusion is part of the new employee orientation and follow up sessions are offered for all staff. Address the organization’s policies and procedures related to valuing and leveraging diversity to accomplish the organization’s mission and achieve its vision.
Make diversity and inclusion training as much a part of your strategic plan as safety, sexual harassment, and wellness programs. Don’t assume that employees understand diversity and inclusion, even if they belong to a diverse population. Provide annual trainings or workshops on different topics such as implicit bias, recruitment, retaining and promotion or achieving cultural competency.
Make sure photos in all publications include a culturally diverse group of people. If you are advertising to a certain market, consult with knowledgeable employees or professional firms about the market. Scan all applications to ensure that offending images are removed, and that all language is neutral.
Cultivate relationships and recruit from institutions that typically attract a diverse student body, including Historically Black Colleges and Universities (HBCU’s) and Hispanic Serving Institutions (HSI’s). Progressive-thinking or liberal arts universities also tend to attract students of different backgrounds, while internationally-focused and highly reputable academic institutions also draw a diverse group. For no-degree required positions, consult with diverse non-profit organizations or your local employment councils, churches, etc. In other words, think outside the box.
Linking employees to a support network is crucial to your retention efforts. Whether it’s helping out-of-state or out-of-country workers adapt to a new region, offering tuition assistance or opportunities to pursue industry-related courses; or making benefits available such as on-site fitness facilities at work sites in more remote areas, a company can go a long way toward retaining its diverse talent if its workforce feels supported and valued.
Recognize and celebrate your diverse groups of employees. Whether it’s Black History Month, Hispanic Heritage Month or Muslim Holidays, dedicate a day of celebration by decorating a wall to signify the holiday or contributions that group has made to the United States. Be careful not to offend employees by putting up offensive images of the culture. Create a committee to research each celebration.
Finding the diverse talent your company needs are only part of the challenge. Retaining it is equally important. It’s important to have employee resources groups that are open to all employees, which help to organize opportunities for professional development, forge partnerships with diverse professional organizations, support community-relations efforts and enhance diversity awareness. Each group you form should have a shared mission statement, tied to your organization’s diversity strategy, as well as its own vision statement, goals, and plans of action, and each should have a significant impact on the community, giving your employees a true sense of camaraderie.
For more information about Diversity, Equity, and Inclusion at the KC Chamber, reach out to Greg Valdovino
Greater Kansas City Chamber of Commerce
30 West Pershing Road, Suite 301
Kansas City, MO 64108-2423
Membership in the Greater Kansas City Chamber of Commerce aligns your company with the region’s largest and most influential Chamber and immediately strengthens your ability to succeed.
