Part 2 of 2: Eager to move beyond simple representation metrics and turn your data into something that sparks meaningful change? Whether you’re just starting out, or have been investigating diversity and inclusion at your organization for a while, this masterclass will explore how to make diversity and inclusion a core part of your employee feedback strategy and help various stakeholders, like your leadership team, employee resource groups, and managers, get in on the action.

1. Move from diversity data to
inclusive action
Customer Connection Day Masterclass
Jess Brook, Snr People Scientist & D&I Lead, EMEA
Bailey Edgell, Snr Customer Success Coach & D&I Lead, Americas

2. Action!
Part 3

3. “This is the
best way”

4. Or is it?

5. The power
of progress
– Defined
– Concrete
– Distinct
– Complete
Small Wins

6. Small wins &
Inspirations
Platform
imagery??

7. The power of progress
“
By itself, one small win may seem
unimportant. A series of wins at
small but significant tasks,
however, reveals a pattern…
That attracts allies who bring new ideas
Karl E. Weick
Supporting self-efficacy
That creates conditions for
other small wins
That attracts allies who
brings new ideas

8. Mobilize your squad
Part 4

9. You don’t
need to go
it alone
(and you probably
shouldn’t)

10. Getting others involved
1. Identify their role
– Why might you want them to
get involved?
– Are they actors? Stakeholders?
Giving feedback?

11. Getting others involved
1. Identify their role
– Why might you want them to
get involved?
– Are they actors? Stakeholders?
Giving feedback?
2. Gain their buy-in
– How is D&I relevant to their priorities?
– What is personally valuable to this
individual/group?
– What will they learn from this process?

12. Getting others involved
1. Identify their role
– Why might you want them to
get involved?
– Are they actors? Stakeholders?
Giving feedback?
2. Gain their buy-in
– How is D&I relevant to their priorities?
– What is personally valuable to this
individual/group?
– What will they learn from this process?
3. Provide support
– Based on their role, what type of
help might they need?
– What resources can you provide
them to guide them through?

13. Getting others involved
1. Identify their role
– Why might you want them to
get involved?
– Are they actors? Stakeholders?
Giving feedback?
2. Gain their buy-in
– How is D&I relevant to their priorities?
– What is personally valuable to this
individual/group?
– What will they learn from this process?
3. Provide support
– Based on their role, what type of
help might they need?
– What resources can you provide
them to guide them through?
4. Create accountability
– Based on their role, what milestones
will they need to pass?
– Who are their stakeholders?
– What feedback loops can you create?

14. Leadership
1. Identify their role
– Serve as role models and champions
– Set D&I strategy for their dept./teams
– Sign off on D&I budget
2. Gain their buy-in
– Impact on business performance,
engagement, innovation
– A common element of compliance
– Could report this metric to the Board
3. Provide support
– Coach them through having difficult
conversations on inclusion with their
teams
– Educate and empower them to be
leaders of the future
4. Create accountability
– Own quotas or targets for team diversity
– Communicate commitment to the
company/teams
– Make D&I a Board metric

15. Employee Resource Groups
1. Identify their role
– Provide input on company-wide
strategy
– Identify programs to implement
– Support D&I efforts in onboarding
2. Gain their buy-in
– Additional responsibility and learning
opportunity outside their role
– Ability to impact entire company
3. Provide support
– Gain their manager’s buy-in
– Connect them with a leader who can
champion their group’s efforts
– Connect them with other ERGs
4. Create accountability
– Create a charter for ERGs and what they
should accomplish
– Leverage our Action Framework to give
them action planning capability

16. A call to
action

18. Thank you!