DIVERSITY & INCLUSION
Diversity and inclusion has become a key priority for organizations, even getting attention from the C-suite. “D&I” are no longer buzz words. The right corporate strategy can help benefit both internal workforce and external customer goals. Nexus helps HR communicate with talent teams regarding biases, or make existing communications more accessible and compliant with new regulations which can maximize internal awareness, understanding and adoption of diversity and inclusion policies or programs.
The seamless integration of diversity into all talent-facing communications is not by accident. Diversity, when well implemented, is everywhere. The program objective was to ensure that it was not its own stand-alone program, but rather to operationalize diversity across all communications touch points across learning, values, talent acquisition, career development, talent acquisition and on-boarding. Additional CSR and external programmatic elements are also managed by Walmart (no Nexus involvement) which directly ‘live’ the internal diversity promise.
A broader diversity definition for SDM focused on inclusiveness, diversity, equitability and accessibility. These were delivered in a meta-concept approach that looked beyond the traditional construct of age, gender, ethnicity and other demographic attributes, to a broader definition that challenged participants to question their own biases and behaviours, merchandised as valuable life skills, which circle back to the more practical questions that can occur in the workplace. Through this model, and by focusing on the question, answers with respect to team composition and peer-to-peer interactions become self-evident.
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