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Driving Justice Equity Diversity And Inclusion 1st Edition Kristina Kohl - Solutions
What does diversity mean to you?
How is our organization supporting its ESG strategy?a. Is it on the board or C-suite agendas?b. Does the CEO speak frequently about our organization’s mission to promote a more just and equitable society and organization?c. What budget has been designated to support initiatives both internally
Is the organization involved in private-public partnerships to drive environmental and social impact?
How are internal and external stakeholders engaged and informed about our environmental and social justice priorities, actions, and outcomes?a. Who is involved in the process?b. Who is responsible for external and internal communications?c. Is internal and external messaging consistent?d. How is
What is our ESG strategy and is it aligned with our business strategy?a. Are we considering the intersectionality of environmental and social factors?
What are our ESG goals?a. How is success defined?b. How is progress measured?
Are environmental and social justice organizational pillars included in our mission statement?
What is our organization’s mission?
What are some of your key takeaways from this book? What is the one action that you are planning to do tomorrow?
How might you use the Impact Model to drive change in your community?
If you were designing standards for J.E.D.I. reporting, what areas of reporting and metrics might you include?
As a not-for-profit leader, what investment strategy changes might you make to align your investment strategy with your organization’s J.E.D.I. mission?
As a business leader, what would you propose to your own organization to drive impact to justice and equity?
Corporations have made significant financial commitments to address systemic inequities. Do you think it is enough to drive the transformational change?Why?
What recommendations do you have to bridge the education, pay, and wealth gaps?
As a business leader, what appeals to you about the P-TECH model?
If this educational model had been in existence when you were in high school, would you have chosen this option? Why?
As a student, what appeals to you about the P-TECH model?
How might you address data privacy issues in your organization?
If you were drafting a Code of AI Ethics for your own organization, what points might you include?
What information should be requested of digital tool vendors when considering AI-based tools?8 If you were leading a technology company developing AI solutions, how might you recommend designing products to promote J.E.D.I.?
What recommendations would you make to support socialization of policies and processes to remediate the root causes of pay inequity?
How does a pay equity analysis support building a culture that promotes transparency, equity, and inclusion?
How will moving to a data-based decision approach support building a J.E.D.I.culture?
Based on the Data-Driven J.E.D.I. Transformation Checklist, how prepared is your organization for moving to data-driven decision-making?
What type of AI (algorithms or machine learning) are being used in your organization? How are they being used?
Where is your organization on its HCM digital transformation journey?
Does our organization have an AI code of conduct, and is there a governance process in place to ensure that it is being followed?
Is the AI being used to benefit or to punish people?
Who has the power and responsibility in this relationship?
Are you controlling for unintended consequences and bias?
Is there transparency of process and of use of predictive outcomes?
Is the code and data auditable?
How will the data and outcomes be used?
Where is the bias in the data?
What is the source of the data, and are we permitted to use this data?
Is the data quality good?
Who else could be impacted by this tool? Are these stakeholder groups represented on the project team?
What is the purpose of the AI project, and who are we seeking to help or serve?
What new ideas do you have to build a more inclusive and equitable workplace culture?
How might your workplace be redesigned to improve accessibility?
What type of hybrid work structure would you prefer? Why?
What are some wellness or well-being programs you would enjoy?
What role do you believe benefits play in promoting a culture of belonging?
What benefits would you like to see adopted by your employer? Why?
How might people-centered design be used to drive impact within your organization?
What appeals to you about people-centered design? What doesn’t appeal to you?
How might you incorporate a DEI statement into your team's norms?
What team norms would you like to see adopted by your team?
Is time allocated to discuss project goals, team norms, and best practices to ensure team members’ awareness and alignment?
Is the team structure static or dynamic?
How are team roles and assignments distributed and shared?
Who takes notes? Does it rotate?
Where are meetings held? If it is in person, how is the room set up? Is the room designed to reinforce a power dynamic or an exchange of equals?
Are you considering the needs of different personality types in your meetings?For example, extroverts vs. introverts.
Are there meeting guidelines to facilitate hearing all voices? Too often, the loudest voice in the room prevails!
Do you set the agenda ahead of time to allow for team feedback and topic prioritization?
What conditions have detracted from your being able to speak up when a situation, action, decision doesn’t align with your values?
What conditions have supported your being able to speak up when a situation, action, decision doesn’t align with your values?
How might you approach someone who is using language that is not inclusive?8 What might be some fun ways to change language usage in your organization?
What language is used within your organization that might not be inclusive?
How might the PAUSE technique be integrated into your organization to mitigate microaggressions and improve belonging?
What steps might you undertake to improve your cultural competency?
What steps might be taken to improve diversity in the leadership ranks?
In what ways might lack of diversity in senior leadership result in poor outcomes for the organization?
Take an IAT Implicit Bias test. What key learnings are you taking away from the process of taking the test and reflecting on the suggested questions in Section 8.1?
How might these biases impact who is selected as a high potential employee or future leader?
How might these unconscious biases impact your interaction in your personal or professional life?
Are you able to identify any experiences or interactions that may inform these results?
Does this alignment create acceptance or resistance to the results?
Are the results aligned with your self-perception? Are they misaligned?
What is your initial reaction to the test results?
What barriers remain to be overcome?
What are some of the best practices within your organization to drive toward J.E.D.I.?
Do you agree or disagree with taking an appreciative approach to change? What do you feel are some benefits and pitfalls?
How might you leverage the principals of Appreciative Inquiry to drive transformative change within your organization?
In thinking about your own talent ecosystem, are there changes that you would recommend to achieve J.E.D.I. goals?
In thinking about your experience as a candidate applying for jobs, what action would you recommend to organizations to increase the feeling of belonging?
What recommendations would you make to improve representation within your organization?
What are some opportunities that you may have to create conditions for organizational intelligence or success?
Using the Social Impact Leadership Model as a guide, evaluate your own leadership style. What are your areas of strength and what areas need improvement?
Using the Board Gap Analysis tool, evaluate your organization’s board composition. What areas are needed in terms of representation, skills, experiences, education, and stakeholder expertise?
How do we engage with industry associations and peer organizations?a. Who attends these events from our organization?b. Who leads the J.E.D.I. agenda in these groups?c. What roles do our out leaders play in these organizations?d. How active is our CEO in championing J.E.D.I. issues within this
How do customers perceive our organization’s J.E.D.I. strategy?a. How is our J.E.D.I. strategy reflected in our branding and image?b. How are we receiving feedback from customers?c. What are our marketplace J.E.D.I. commitments?d. Is there alignment between external messaging and internal actions?
How do we hear the voices of our employees on J.E.D.I. issues?a. How often do we conduct employee engagement surveys?b. Are survey results shared? If so, how?c. What is done with the information?d. How is this information translated into action?e. What is the timeframe for actions or remediations?
How are our J.E.D.I. commitments reflected in our community outreach?a. How do we define our community?b. What are the demographics of the communities in which we operate?c. How do we engage our community? (CSR outreach)d. How do our philanthropic beneficiaries align with community demographics?e.
What are our J.E.D.I. standards for procurements and suppliers?a. Percentage spent with BIPOC-owned businesses?b. Percentage spent with AAPI-owned businesses?c. Percentage spent women-owned businesses?d. Percentage spent with LGBTQ+-owned businesses?e. Are we including professional service firms?f.
What technologies allow for scaling of solutions across the organization?a. Process improvementb. Workflow automationc. Data-based decision-makingd. Artificial Intelligence toolse. Reportingf. Communication
What tools are available to build capacity and support J.E.D.I. goals?a. Trainingb. Developmentc. Mentoring, Reverse Mentoring, Shadowingd. Allyshipe. Sponsorshipf. Storytelling g. Employee Resource Groups-ERGs h. Town Halls i. Flexible Work Policies j. Metrics and Reporting
How are teams designed?a. Do teams reflect diversity of identity, experience, thought?b. Do we promote psychological safety?c. Do we promote inclusive norms?d. Do we avoid tokenism?
How do we engage with middle managers on topics related to J.E.D.I. initiatives and priorities?a. What training and development is given to middle managers?b. How are outcomes measured?c. What is the impact on middle managers performance scorecard?d. What expectations do we have of managers?
How do we develop leaders?a. What core competencies do we identify and prioritize?b. Who sponsors employees for selection in leadership development programs?c. How transparent is this process?d. How diverse is our leadership pipeline?e. What curriculum is included in leadership development to
What are our talent retention strategies?a. How reflective of our community is our talent diversity representation?b. How are new opportunities shared?c. How is talent developed?d. How do we define meritocracy?e. How do we demonstrate that we value employees?f. What are our turnover rates? By
What are our talent recruitment strategies?a. How do we recruit talent?b. Where do we recruit talent?c. Are we recruiting from diverse sources?d. What is the diversity of our talent recruitment pipeline?e. What language(s) do we use in job postings?f. How are we addressing unconscious bias in the
How are our people management systems impacting the J.E.D.I. goals?a. What are our recruitment and talent acquisition diversity metrics?b. What development opportunities are being offered to support awareness and understanding of the culture, history, and experience of underrepresented
How effective are our internal policies, processes, and systems in promoting our J.E.D.I. vision?a. How do they promote an inclusive culture?b. How do they act as barriers to an inclusive culture?c. Where are we doing well?d. Are we considering both internal and external impacts?e. How do we
What is the diversity representation of our …?a. Board of Directorsb. C-suitec. Senior Managementd. Middle Managemente. Employees
How is DEI reflected in our organization’s performance goals?a. Internal i. C-suite Scorecard ii. Senior Manager Goals iii. Middle Manager Goals iv. Team Goals v. Individual Goalsb. External i. Supplier Goals ii. Community Goals
How are J.E.D.I. principals reflected in our culture and operations?a. Valuesb. Normsc. Shared Beliefsd. Role Modelse. Resource Allocationf. Behaviors and Actions g. Artifacts
How are J.E.D.I. values reflected in our organizational pillars?a. Visionb. Goalsc. Prioritiesd. Strategy
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