ORGANISATION
An organisation can decide to launch an overall inclusive culture building effort.
The journey will be dependent on how much effort has been done in building Inclusive Teams. Ideally, the Executive Team Members have been working on their Inclusive “Self” Leadership as well as on the Inclusive Leadership Culture of the Executive Team. If that is complemented by the work of some core teams in the area of Inclusion, the starting point for the Journey is ideal.
As from that moment, the “overall” organisational transformation towards a highly Inclusive Culture can take place.
As From That Moment, The “Overall” Organisational Transformation Towards A Highly Inclusive Culture Can Take Place.
★ Define the overall transformational master plan
- Set up the transformational team
- Define the different interventions as well as the required effort to execute
- Define the monitoring process
★ Execute the master plan*
- Setting the organisational ambition for the Inclusive Culture
- Activating The Virtuous Circle
- Defining the ambition level for each capability
- Building the relevant capabilities:
- Mitigate Bias
- Build Case
- Embed Behavior
- Harness Policies
- Measure and Monitor
- Celebrate & Sustain
★ Monitor the Transformational progress
Building an inclusive culture is not a project, it is a journey. The execution of the master plan requires careful monitoring and modification if required. The results are to be reflected at the highest level in some core KPIs like Employee Retention, Employee Engagement or Employee Wellbeing. and most importantly, the corporate Values may have been enriched with some new ones related to inclusion.
The transformational journey is executed in a highly customised but integrated way and consist of a number of “capability building” interventions. These interventions are the result of an overall transformational plan developed by the transformational leader. Depending on the ambition level of each capability, a series of interventions are executed in a well sequenced way over a 2-3 year period.
The assistance provided is also determined by:
The experience of the organisation in the field of Inclusion
The role and importance of the corporate transformational team
The experience of the individuals that are part of the transformational team
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