Introduction
As a Chief Diversity Officer in an organization in the retail industry, recognizing the need to implement a DEI-oriented course is necessary. Since not everyone is ready to support new changes fully, this plan will provide information on the benefits of introducing DEI policies. The changes themselves and their challenges will be addressed, explaining how to ease the transformation. The following plan should influence the leadership team to believe in the DEI mission.
Business Case
In my role as CDO, following the course of DEI theory will begin with implementing it among the workers. Ensuring inclusion and equity at the workplace is one of the most influential elements of staff morale and perceived safety. A friendly, DEI atmosphere surrounding the workers will make work less stressful, increasing productivity (Pierre, 2020). By supporting the organization’s health, and appreciating and caring for employees, the company will be seen as highly socially responsible, attracting more professionals and boosting staff’s social consciousness.
Stakeholders
In the retail industry, the main stakeholders affected by the implementation of the DEI mission are customers, competitors, and staff. Since, following the plan, the staff is positively influenced by their mood and morale, their interactions with customers will happen in a much lighter and more friendly atmosphere (Pierre, 2020). With improved workplace conditions concerning the DEI concept, workers would view this organization as a more desirable job position than the competitors’.
Policy Changes
One of the possible policy changes would include the integration of a diversity and inclusion training program essential for all workers. In such a way, the organization will promote care and compassion, and the employees will be able to engage and communicate with each other freely. Accommodating employees’ healthy work-life balance and the challenges of their private lives requires implementing flexible work schedules. Disciplinary actions will be introduced to secure workplace safety and eradicate inappropriate behavior.
Partners
The main partner to lean on in following the DEI mission is DEI non-profits. With their help, the organization can achieve more positive publicity and form a high-level reputation. Additionally, through such non-profits, the hiring department can gain access to more qualified staff. Other partners the company can lean on are suppliers of DEI concept-friendly products. By promoting inclusion and diversity through the variety of goods, more customers will be attracted.
Challenges
One of the main challenges of integrating the DEI concept is related to gender and ethnical diversity among employees. Reaching high rates in this area would take a long time before being noticeable and impactful. However, since the DEI mission also includes teaching the workers to be tolerant and compassionate, the workplace will change for the better despite a significant rate of underrepresented minorities (Alvarez & Alvarez, 2018). Another challenge revolves around the disagreement of some workers to comply with the new changes. In such cases, it is important to establish the reasoning behind such action, whether prejudice or unconscious bias (Gardner & Harris, 2020). Sometimes, such employees should be let go, yet it is better to deal with such divisions through a conversation.
Conclusion
As such, integrating DEI concepts in this company can lead to many positive implications, including increased workers’ performance, positive publicity, and customer satisfaction. Implementing the policies to affect the organization would require introducing flexible schedules and DEI training programs. The challenges of the mission may force the company to let go of some employees; however, it opens an opportunity for hiring more diverse and skilled staff by partnering with DEI non-profits.
References
Alvarez, S. M., & Alvarez, J. F. (2018). Leadership development as a driver of equity and inclusion. Work and Occupations, 45(4), 501-528.
Gardner, A. K., & Harris, T. B. (2020). Beyond numbers: Achieving equity, inclusion, and excellence. Annals of Surgery, 271(3), 425-426.
Pierre, K. E. (2020). Five major benefits of increasing diversity & inclusion in your organization. Forbes.