PPB April 2020

inclusion, the most powerful first step is to define your company’s culture. Whether your company has one employee or 1,000 employees, your company has culture. It defines who the company is and drives your business forward. More specifically, focus on your company values—the important and lasting beliefs shared by the members of an organization about what is good and desirable. Has your company defined its values? Do your employees know what those values are? If you have defined company values, when is the last time you checked in to determine whether your company has a healthy, thriving company culture? Start by assessing your company’s culture as it is today: ∙ What are the values, goals and norms that drive your company? ∙ For each item you list, would it be observable by someone new to the company or by a first-time customer? Do you like what you see? If not, take some time to think about your ideal company culture. Or, maybe the organization has been operating with implicit or unspoken beliefs and it is simply time to make them clearer and more defined. Comparing your current reality with your ideal company culture, identify the gaps where your current reality and the ideal are disconnected. This analysis will show you where you can focus your efforts. Where there are gaps, identify what it will take to close the gaps, then establish a plan with milestones and implement your plan. After successful implementation, be sure to perform regular check-ins to maintain the health of your organization’s culture. A best practice is to use an ongoing approach to ensure all internal communication and organizational activities or initiatives align with your established values and goals. If they are misaligned, examine the underlying intent or motive for the communication or initiative. You might also consider completing an annual assessment of your company culture to evaluate the durability of your defined values and goals. Regardless of your chosen approach, remember that your company culture will thrive when it is well-maintained and cared for. With your company values as a guide, you can focus on ways to foster inclusion within your organization. As a result, your employees will thrive, and diversity will flourish within your organization and your client roster. PART 2 in the May issue will share strategies for creating an inclusive environment. PART 3 in the June issue will focus on bringing diversity into the organization. Julie Kwan is the manager of diversity and learning engagement at PPAI. The Company Culture Change Cycle Diversity is... Every person’s unique bl Equity is... the assurance of fair trea Inclusion is... the cultivation of an env appreciated for who they 2. Determine your desired future state. 3. Identify the gaps. 6. Perform regular check-ins. 5. Implement your plan. 1. Examine your current state. 4. Establish a plan with milestones to close the gap. • G nder • Age • Race • Ethnicity • Sexual orientation • Etc. Demographic diversity Download PPAI’s New Playbook For many, diversity, equity and inclusion may seem an overwhelming concept to implement in business, but there are practical, powerful steps you can take for your organization. To begin your diversity, equity and inclusion journey today, download your copy of PPAI’s Diversity, Equity And Inclusion Playbook at ppai.org/advocacy/diversity-inclusion. If your company has a story to tell about building a strong company culture, email Julie Kwan at juliek@ppai.org. Diversity | FEATURE | APRIL 2020 | 17