1. DEVELOP AN INCLUSION STRATEGY TO LEVERAGE DIVERSITY AND DRIVE INNOVATION
An inclusive culture is the key to unlocking the benefits of diversity.
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2. EXECUTIVE SUMMARY Walk away from this blueprint with: Situation
Diversity is increasingly recognized as a source of tremendous benefit for organizations: differences in thought, background, and experiences lead to increased innovation and insight.
Diversity is linked to a number of financial benefits: diverse companies have greater revenue and market share.
Resolution
Inclusion is the key to leveraging the benefits of diversity; without an inclusive environment, the power of diversity remains untapped.
Provide education and training around unconscious bias for all employees as a crucial first step to creating an inclusive culture.
Unlock the organizational benefits of diversity by creating an inclusive environment where differences are celebrated, debate is encouraged, and diversity of thought leads to innovative solutions.
Create an inclusive environment by gaining feedback from employees and assessing organization data to uncover key areas where you lack inclusiveness. With the input of stakeholders, build out action steps for improving your level of inclusiveness throughout all areas of the organization and employee lifecycle.
Complication
Despite years of diversity initiatives, some workplaces remain surprisingly homogenous, especially at executive levels.
A diverse workforce that is not properly managed can lead to workplace conflict, lower engagement and productivity, animosity between employees, and higher turnover.
An understanding of the factors that are challenging diversity in your organization
A strategy to improve diversity
An implementation plan that will allow the strategy to achieve its goals

3. GUIDED IMPLEMENTATION
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“Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project.”
GUIDED IMPLEMENTATION
“Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track.”
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TOOLKIT
“Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful.”
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“We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place.”
Diagnostics and consistent frameworks used throughout all four options

4. Use McLean & Company’s D&I thought model to help you navigate the blueprint and develop your strategy
5. Implement your strategy
4. Promote D&I throughout your employee lifecycle
Employee Lifecycle
Talent Acquisition
Retention
Promotion
Departure
1. Form a D&I committee and set your vision
2. Assess current state
3. Create a culture of D&I
This blueprint will help you develop a D&I strategy and provide advice for ensuring successful implementation.

5. SAMPLE SLIDES

6. D&I has a direct impact on the bottom line
Diverse and inclusive companies do better financially:
Companies that shift to a workplace split evenly along gender lines increase revenue by roughly 41% (Source: Dizikes 2014)
Companies in top quartile of gender diversity were 15% more likely to have financial returns that were above their national industry median. (Source: Hunt 2015)
Revenue increase by 41%
Gender diversity pays off
Male-dominated organizations
Even split among genders
Companies in the top quartile of ethnic diversity were 35% more likely to have financial returns above their national industry median. (Source: Hunt 2015)
15x
more revenue
Ethnic diversity pays off
The most ethnically diverse companies bring in nearly 15 times more revenue than those that are least ethnically diverse. (Source: Skanska 2014)
Least ethnically diverse org.
Most ethnically diverse org.

7. Inclusion is critical to leveraging diversity
The power of diversity – each person bringing their unique insight and talent to work – remains dormant without an inclusive culture.
New employees are commonly expected to assimilate to the norms of the dominant group and the existing workplace culture.
This limits innovation by discouraging employees from openly sharing new ideas.
Diversity requires an inclusive environment to thrive.
Diversity without inclusion can produce conflict, lower social cohesion and trust, lower engagement, and negative attitudes toward members of minority groups. (Source: Nishii)
Inclusion transforms the challenges associated with diversity into strengths:
Inclusion leads to open sharing of ideas, more altruistic teams, and more engaged team members.
Engaged employees are up to 43% more productive and 87% less likely to leave.
(Source: Anand 2014, Riordan 2014)
McLean & Company insight
Inclusion is good for everyone, not just those from diverse backgrounds – inclusion is not reverse discrimination because it values and respects every employee regardless of their identity or background, capitalizing on their unique strengths and leveraging their differences.

8. A diverse workforce, together with an inclusive work culture, raises performance and drives innovation
Inclusion raises performance:
People are less productive when they are focused on hiding their identity (e.g. closeted LGBTQ professionals are up to 30% less productive at work due to wasted efforts hiding their identity). (Source: Smedley 2014)
Performance improves when a person feels included:
Employees who believe their voice will be heard exert more effort on behalf of the group and go above the call of duty. (Source: Cavallaro)
Diversity leads to increased innovation:
Gender diversity at the executive level at firms that prioritize innovation led to an average increase of $42 million in firm value. (Source: Dezso & Ross 2011)
Diversity of thought is particularly powerful:
Creates better ideas: productive dissent and debate leads to more thorough idea development. (Source: Grillo)
Helps to prevent the dangers of “groupthink” and expert over- confidence.
Diversity isn’t a form of political correctness, but an
insurance policy against internally generated blindness
that leaves institutions exposed and out of touch.
(Source: Heffernan) “
Diversity of thought
is fundamental to understanding
the power of
diversity and inclusion.
It’s what creates learning,
stimulates the possibility of innovation, and actively
demonstrates respect.
(Source: Woods) “ ” ”

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