Changing Executives' Behaviour

Many a diversity officer has had to deal with a senior executive who makes offensive remarks, touches people inappropriately, telegraphs disrespect for certain kinds of people, or discriminates outright.  More often than not, he or she doesn’t understand what all the fuss is about.  Correcting non-inclusive behaviour is difficult (not to mention fraught with political danger).  The most successful approaches address both the total culture and individual performance of senior leaders through assessment, specific developmental experiences, and accountability. Many find that involving senior leaders directly in diversity activities greatly enhances both their understanding and their personal commitment.

Some of the techniques companies have found helpful include:

• Encouraging or requiring senior members of management to act as mentors or to sponsor diversity programs, diversity councils, or affinity groups where exposure to the issues faced by diverse employees often occasions “ah ha” moments for executives
• Including diversity/inclusion/respect in management competencies and assessing against them
• Using multi-rater assessments to give executives a window into how their behavior impacts coworkers and subordinates
• Using employee surveys to identify problem areas and creating action plans to address them.
• Microinequities training
• Incorporating training about expected behaviors into leadership and management courses.
• Special skills courses teaching global leaders multicultural competence.
• Frequent communications from the CEO reminding executives of the company’s support for diversity
• Integrating diversity with the company’s brand so that all presentations, communications, advertising, etc. remind audiences that different people from different cultures and walks of life create value.”