How to Implement Diversity Programs Through Transformational Leadership

Diversity programs are human resource management activities that aim to entrench an organizational culture that harnesses the diverse strengths, gifts and potential of employees regardless of their nationality, gender, race, religion, ethnicity or color. An organizational culture is a distinctive pattern of employee behavior and work relationships that are characteristic of a particular organization. Transformational leadership, on the other hand, is a management process that gradually introduces changes that are practical and acceptable to the majority of the members of the organization. Transformational leadership facilitates the development of a new mindset and understanding toward achieving the individual and collective goals of the members of the organization.

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Instructions

- 1
  
  Identify the particular diversity programs that the organization is already implementing or is planning to implement. Weigh the suitability of the prevailing organizational culture to the implementation process of these diversity programs.
- 2
  
  Integrate the strong aspects of the prevailing organizational culture with the diversity programs. Diagnose the ineffective aspects of the organization's culture that require adjustments to ensure the successful implementation of the diversity programs.
- 3
  
  Communicate the nature and objectives of the intended cultural changes to other members of the organization. Use different media such as meetings, emails and monthly newsletters to reach out to employees and explain the significance of their roles and participation in the process of entrenching diversity programs into the organization's culture.
- 4
  
  Begin introducing gradual changes to the prevailing organizational culture by encouraging deviation from the unfavorable routine practices. Prioritize issues that concern enhanced employee interpersonal relationships, feedback and communication processes, employee mentoring and training processes, and employee recruitment and promotion procedures.
- 5
  
  Introduce a nondiscrimination statement in the recruitment policy in the organization. Assign job positions that complement the strengths of the individuals. Weed out any employee recruitment or promotions policies that are discriminatory against any particular segment of the society. Establish shared facilities such as shared office space, workplace restaurant and social premises to facilitate continuous employee interactions.
- 6
  
  Monitor the pace at which employees embrace the diversity programs through continuous assessment of their progress toward cultural change. Conduct regular employee interviews and appraisals to gauge their commitment, and identify any challenges they're experiencing in the process of adjusting to the diversity programs.
- 7
  
  Continuously review and adjust any aspects of the diversity programs that may be causing difficulties or inconsistencies in the organization's work processes. This enables you to achieve the intended objectives of the implemented diversity programs within the target time frame.

Tips & Warnings

Communicate clearly in speech and writing to enhance the understanding of the objectives of your implementation process of the diversity programs.
Don't force changes in the organization --- this may lead to resistance to change and outright sabotage by employees.