What should departments create to increase buy-in for a diversity program?

Creating individual diversity plans is an effective strategy for increasing buy-in for a diversity program because it allows departments to tailor their diversity initiatives to the specific needs and contexts of their teams. Individualized plans encourage ownership and responsibility among employees, as they actively participate in setting goals and identifying actionable steps relevant to their particular work environment.

By developing these plans, employees can voice their insights and experiences, fostering a more inclusive culture. This participatory approach is likely to resonate with team members, enhancing their commitment to the program and making it more effective. Individual diversity plans also promote accountability and measurable outcomes, as participants can track their progress in achieving diversity goals specific to their department. This level of customization can lead to stronger engagement compared to a one-size-fits-all solution.

In contrast, centralized training programs, universal hiring criteria, and standardized evaluation forms, while important in their own right, may not engage employees at the same personal level. They can be perceived as broader initiatives that lack individual relevance, potentially leading to lower levels of buy-in and enthusiasm.