Written by terrahomme.global
Published in strategy

the d&i buy-in part 2

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not everyone is inclined to stand up in front of thousands of people and present a new idea. well, good news...there won't be thousands of faces looking at your every move, listening to your every word.

3. presenting to decision makers

incomprehensible terminology, notice your nervousness (unless you've taken something beforehand to calm you down), or your well-chosen words and graphics. there is no need to bore the daylight out of your listeners with statistics from studies reaching back to the age of when most of this group were still being breastfed. prepare a presentation of sorts (trying to stay away from those boring statistics) and share your enthusiasm, interact with the participants, make sure concerns, thoughts, suggestions are captured during your talk. don't dress for the kill - leave the gucci bad (sic) at home - and ensure you have eye contact with those in attendance.
by now you should have identified the group dynamics, discovered who would be totally against any policy changes and be encouraged by those who would support your initiative. focus on those group members who are already sold to the idea of diversity & inclusion in the organisation, but definitely make sure you give enough attention to tho who still need convincing. your goal is not to change the whole organisation, merely to introduce a policy that would look good on the company policy documents list, publications, newsletters, etc.

4. it's all about cost

in today's business environment, companies look at ways to reduce costs for non-core activities. diversity & inclusion definitely is not a core competency of most organisations and you should be ready to answer questions related to the costs associated with designing, running and managing diversity & inclusion in the organisation. points to consider include the fact that if 'boilerplate', customised to the organisation, communication to employees and the further management throughout the organisation should be included. believe me, your employer spends a lot more money on other non-core activities that it would on diversity & inclusion.

5. have a plan of action

once you have made progress of convincing the group members about the importance of diversity & inclusion in the organisation, your next step is to come up with a project plan as such to implement the initiative throughout the organisation. not only will this step ensure confidence within the group, but it would also give the group confirmation that you know what you will be doing. regular reporting to group members will show what has been done, accomplished, perhaps even have feedback from employees about the initiative. all-in-all, you can pull it off! just set your mind to it and never give up!

More in this category: « the d&i buy-in part 1
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