If you want to be sure that the dollars you spend on global inclusiveness and diversity are well invested you should
- Ensure commitment and involvement of your senior leadership
- Conduct a cultural audit using an external consulting firm to determine what issues really need to be addressed
- Only conduct global inclusiveness training if it is a direct need from the cultural audit and is customized to fit your culture.
- Avoid sheep dipping – ensure that the change management goals and the diversity training are congruent and that your employees can see evidence that you are serious about changing the culture.
- Ensure that you remain sensitive to the needs of each global region
- Ask tough questions about what the dominant culture groups are able and willing to change – inclusiveness is not a one way street.