The recession has impacted all sectors of the digital media industry. Specifically, research and development (R&D), human resources and advertising have suffered greatly. The good news is we’ve been seeing signs of economic and industry recovery. Companies are employing new strategies that leverage their intellectual property and growth through the development of enhanced diversity and inclusion (D&I) programs.
For clarification purposes (and most certainly not the legal definition as spelled out in federal and state law) diversity is about who gets a seat at “the table”, including member distinctions made, but not limited to, race, gender, age and ethnicity. It may also include culture, religion, disability, sexual orientation, and even differences of thought. But inclusion is about more than just who is invited. It is also about how all the collection of people engage, and are permitted to engage, once they are at the table.
Cast your organizations knowledge net wider.
Embracing diversity and inclusion programs as a core value is what’s going to set digital media innovators a part from the rest of the pack. Where are your ideas coming from? Who holds the knowledge and innate ability to navigate technology, social media, mobile communication and apps? Who sees how your products and services integrate into the ever-evolving digital media ecosystem?
Widening the flow of knowledge, experiences, and ideas throughout your organization will enhance innovation, speed product development, and improve solution creation. Deploying D&I strategies will propel you ahead of your competitors…it broadens and deepens employee engagement across your organization, and provides everyone a better understanding of global markets, where current opportunities lie, and provides you with a pathway to plan for the future demographic changes that will inevitably upset today’s “normal”.
Fully implemented D&I practices within a company allow everyone to be responsible for the inclusive environment in the workplace, from the board of directors, through middle management, all the way to the front desk receptionist. Removing barriers in policy and procedure fosters inclusivity and the creation of ambassadors companywide. Does anyone out there have examples of how D&I is working within your own organization?
