Global Diversity and Inclusion Efforts
GLOBALLY, Diversity and Inclusion is still focused on gender (women) and disabilities.
In the United States, we focus on diversity of race, then gender. But in the last few years I’ve noticed that there’s a newly focused effort on gender. White females first, then maybe others.
In the United States we speak about race, gender, and LGBTQ+, and then disabilities and veterans.
The European Union
Global companies are now realizing that they too must open their doors to those who may not look like them or have the same accent, but who are qualified to do the work. In late 2019, a new Diversity and Inclusion Charter was sent out by the European Commission, the executive branch of the European Union.
Check out: bit.ly/EU-DI-Charter
Individual EU countries have their own diversity charters that companies in the country can sign committing them to promoting diversity and equal opportunities for their staffs. Thousands of companies have signed on.
Check out: bit.ly/EU-DI-Country-Charters
Israel
The Israel Equal Employment Opportunities Commission’s Diversity Initiative, a voluntary partnership with participating companies, was launched in 2017. Rather than an obligatory reporting approach, the commission and the firms in the program embark together on a three-year process advancing Diversity and Inclusion; this period entails eighteen months of close monitoring by a commission team and organizational consultants it provides.
During the first eighteen months, the commission and consultants examine the organization’s quantitative variables. This includes analysis of the extent to which diverse groups are represented in a range of classifications and ranks; study of the existing organizational culture takes place through interviews with managers and employees. Subsequent to this phase, which includes a comprehensive examination report, the parties consolidate a joint diversity plan entailing both quantitative and qualitative goals; implementation proceeds following approval. The team forms a steering committee that monitors the process; the committee observes managers and employees – including human resources recruiters – and also carries out training sessions, in accordance with the working plan.
The process is completed after eighteen months (unless extended as per mutual agreement); at this juncture, an assessment is made in accordance with the predetermined benchmarks. From this point onward, monitoring of the organization takes place at a distance to ensure that diversity management continues as a matter of routine. The commission remains available to the organization for consultation and guidance to the extent necessary.
— The Israel Equal Employment Opportunities Commission (EEOC)
I was amazed how much the country gets involved with companies. It’s great to think about it. If you take money from the country, then the country needs to ensure that all employees are treated equitably.
Check out the latest diversity report from Israel: bit.ly/Israel-DI
Global Recap
Global Diversity and Inclusion strategies focus on four main target groups: women, staff with disabilities, LGBTQ+, and older staff. Notice that there’s very little to nothing about race. On the flip side, the United States has just begun to speak about ageism as part of Diversity and Inclusion.