Employee engagement, often bolstered through diversity and inclusion initiatives, may face reduced budgets in upcoming quarters. This challenging business decision will not be a reflection of organizations changing how they feel about creating workplaces where talent can feel that they belong; rather, budgets will likely decline in order to preserve headcount. Quite simply, in order to have an inclusive workplace, one must first have a workforce.
How can Diversity, Inclusion and Belonging (DIBs) champions and individual affinity network leaders make the most of declining budgets without sacrificing the quality of programming and outreach? Consider implementing these 10 techniques and event ideas:
Most cultures center around food. While catering may be cost prohibitive, consider potlucks. Homemade cultural foods always surpass catering – hands down.
Some dislike potlucks due to the careful balance of volunteer cooks and hungry attendees as well as the etiquette not to attend if you did not also contribute. Thus, consider “brown bag” events. Informal mentoring sessions over lunch bring talent together who may not otherwise interact.
Consider offering events with a small entrance fee. If the event costs less than 1-2 cups of coffee, then the price should not be too prohibitive and can be deemed respectable in many circles.
Instead of bringing in a fitness or activity facilitator, ask network members if they have a talent they would like to share. Someone is likely a crafty guru that could lead a paint and sip or lead a yoga session.
In lieu of investing in an outside speaker or trainer, see if an internal speaker is available and/or if a local community expert may be willing to volunteer to support the cause. Some will be eager to partner with you for the PR and exposure.
Tap into existing podcasts and virtual conferences, many of which are free. Tune into the content together and then, host a debrief discussion over Skype.
Partner with your organization’s Learning and Development team to bring a leadership or soft skills course to the organization. Consider how you could build in an affinity group-specific case study or exercise. One of the best ways to grow your membership-base as well as the careers of your existing members is to focus on their professional development through learning.
Awareness campaigns and inclusion pledges rely heavily on marketing and word of mouth. Bettering your culture is often a person-by-person effort. Hang posters, send emails and challenge your team to bring their best selves to work. Pass on the energy! Advocate the importance of DIBs.
Organize a volunteering event to give back to your local community. Consider hosting a collection drive or park clean up. In addition to bringing employees together and engaging in a destress activity, this type of event also serves to bolster your organization’s community relations. Having a strong image will help bring additional high caliber talent into your company.
Ask your members what they would like to do! The most authentic and creative ideas come from individuals who know your mission and values well. How would they like to see your affinity network engage the workforce? What effort would they be willing to plan and lead? Be candid with them about the need to be economical. When folks are passionate, designing on a dime comes more naturally.
Bonus – Take this time to strategize and reflect on how DIBs is lived out in your corporate culture. Is it integral to your standard work, core values, recruitment strategy and HR policies? If not, work to strengthen the foundation upon which your affinity network operates.
To the Point
Regardless of the size of your diversity and inclusion budget, great events and initiatives can come to fruition. Meaningful impact can and must continue to be felt across your organization. Get creative, engage others and go make it happen! Now is not the time to stop investing passion into DIBs.
Penny for Your Thoughts...
What technique or event idea would you add to this list to make it an even dozen? Comment below!
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