How to Create a Successful Cultural Diversity Board in Your Company

Diversity is a topic that has been gaining increased attention in the corporate world in recent years. Companies are becoming more aware of the benefits that a diverse workforce can bring and are taking steps to ensure that their culture reflects this. One way to do this is by creating a cultural diversity board. In this article, we will look at how to create a successful cultural diversity board in your company.

What is a cultural diversity board?

Before we dive into the specifics of how to create a cultural diversity board, let’s first understand what it is. A cultural diversity board is a group of people who are responsible for promoting diversity and inclusion within a company. This board usually consists of employees from different departments, with diverse backgrounds, and expertise in areas such as human resources, marketing, and finance.

Why is a cultural diversity board important?

A cultural diversity board is important for a number of reasons. First and foremost, it ensures that diversity and inclusion are embedded in the company’s culture. By having a group of people who are solely focused on promoting diversity and inclusion, the company is more likely to create an environment where everyone feels valued and included.

Creating a successful cultural diversity board

1. Define the purpose and scope of the board

The first step in creating a successful cultural diversity board is to define its purpose and scope. What is the board trying to achieve, and what are its responsibilities? This should be clearly defined and communicated to all members of the board. Some examples of the board’s responsibilities could include:

– Developing strategies to recruit and retain a diverse workforce
– Providing diversity and inclusion training to employees
– Developing policies and practices that promote diversity and inclusion
– Monitoring and evaluating the company’s diversity and inclusion efforts

2. Recruit a diverse group of employees

To ensure that the board is effective, it’s important to recruit a diverse group of employees. This group should be representative of the company’s workforce and should include people from different departments, levels of seniority, and backgrounds.

3. Develop a plan of action

Once the board has been established, the next step is to develop a plan of action. This plan should be based on the goals and objectives defined in step one. The plan should include specific actions that the board will take to promote diversity and inclusion within the company.

4. Provide training and support

To ensure that the board is successful, it’s important to provide training and support to its members. This could include training on topics such as unconscious bias, diversity and inclusion, and effective communication. It’s also important to provide ongoing support to the board, such as access to resources and regular feedback on its performance.

5. Monitor and evaluate progress

Finally, it’s important to monitor and evaluate the progress of the board. This could include tracking metrics such as employee turnover and diversity of the workforce. It’s also important to regularly review the board’s activities and assess whether they are achieving their goals.

Conclusion

Creating a cultural diversity board is an important step in promoting diversity and inclusion within a company. By defining its purpose and scope, recruiting a diverse group of employees, and developing a plan of action, companies can ensure that their diversity and inclusion efforts are embedded in their culture. Providing training and support to the board and regularly monitoring and evaluating progress are also key to ensuring the board’s success. By taking these steps, companies can create an environment where everyone feels valued, included, and able to reach their full potential.