UNDERSTANDING THE PROBLEM
Diversity, Equity, and Inclusion: Definitions and Modern Vision
Diversity’s Effects on Competition and Innovation
Myths, Risks and Benefits of Diversity, Equity, and Inclusion
Why Tech Companies Should Care About Diversity
Leadership’s Role in Diversity, Equity, and Inclusion
Human Resources Role in Diversity, Equity, and Inclusion
DIAGNOSING YOUR CULTURE
Assessing Human Resources
Assessing Company Image
DEVELOPING AN INCLUSIVE CULTURE
Developing Cultural Competency
Language of Inclusion
Behaviors of Inclusion
Building an Inclusive Reward System
Developing a Diverse Pipeline
Developing an Inclusive HR Process
Action Plan for Building an Inclusive Workplace
The technology industry has changed the face of the United States economy. It has revolutionized how we work, communicate, connect, and do business. At the core of technology companies is creativity. In an industry where competition is swift and fierce, tech companies win by having efficient, innovative teams with the skills to bring new ideas to market. And what brings about the highest level of creativity within a company? The answer is diversity.
In studies that compare heterogeneous and diverse groups, the diverse groups consistently performed at a higher level. While some companies recognize that diversity is an important first step in creating a culture of creativity, too many fall into the trap of attempting to hire their way out of a diversity problem. They wonder where all the business benefits are that they were promised come from a diverse workforce. What these companies are missing is the next step: a culture of equity and inclusion that makes diverse employees want to stay.
What is the IDylls Effect?
The IDylls Effect is a new way to creatively communicate diversity, equity and inclusion (DEI). It helps tech companies and start-ups devise, implement, and monitor effective plans to improve company culture and, ultimately, increase creativity. The IDylls Effect incorporates innovations in workplace culture with social science and business research to diagnose and improve DEI in new ways.
Recognizing that the path to inclusion lies in relationships, this book helps you to determine where relationships are working for your company and where they are holding you back. Unlike other books, programs, and trainings on DEI, this book fixes relationships with social solutions. Research from social science and business point to social bonds as the lever that moves people’s attitudes and behaviors. In response, the IDylls Effect provides 16 relational standards that integrate business goals with DEI best practices. The standards include objective methods for evaluating progress throughout the process. The standards can be used to provide measurement tools to staff to tell where progress is being made and where more resources need to be directed. They can be used to hold everyone accountable and to celebrate successes.
The Idylls Effect is broken into three parts. Part I defines DEI and lays out how shifts in company culture around these issues can increase creativity and competitiveness. It also provides an overview of the benefits of effective DEI as well as the risks of ignoring these issues. Part II lays out a plan for diagnosing your company’s culture. It delves in to questions such as:
• How do you measure DEI?
• What is the leadership messaging to the staff?
• How is the human resources staff finding and reviewing candidates?
• How do potential candidates perceive the company?
• What structures or systems are impeding DEI efforts?
• What behaviors are impeding DEI efforts?
Part III shares exercises to start your company on the path of a strong diversity, equity, and inclusion program.
Don’t get left behind. Let the IDylls Effect help you create a stronger, more creative, and more productive company.