ORC Worldwide Best Practices Series
Climate or work environment assessment is usually thought of as a preliminary step-something you do before launching interventions to address the problems you learned about in the assessment. But the assessment can also be, in and of itself, a substantive response to the work environment, a step towards positive change. In addition to providing data, assessment presents an opportunity to:
- Demonstrate the organisation's commitment to making things better
- Awaken a sense of responsibility and accountability among managers
One of the most important roles a diversity officer plays is to help senior leaders appreciate the value of diversity and inclusion and commit to their own set of D&I goals. Although business leaders may have an intellectual grasp of the general business case (demographics, talent market, company brand, etc.), in order to work up real enthusiasm for the effort, most will need to see very specific and direct ways D&I is going to impact their own immediate concerns. Our job is to help them trace those links.
ORC’s research has shown that the talent management systems of companies with diverse senior leadership teams have in common a number of features:
Global business is an established fact of life for many companies, but most find themselves struggling nonetheless to manage people optimally on a global scale. Pushing corporate ways of doing business without cognisance of local customs is a sure route to poor productivity and sales. At the other extreme, companies that give up all central control in the interest of local autonomy may sacrifice the added value that can come from a global organisation.