Power of Diversity

A diverse group of people holding up speech bubbles against a gray background

The value of putting diversity into action.

At the Ohio State University, we value diversity and we are committed, individually and collectively, to embody, safeguard, and continue to learn from and put into action the principles of diversity, equity, and inclusion.

Diversity Tool Kit

We know that diversity is important in what we do here at Ohio State University but what does diversity mean in the work you do every day?

How do you begin to put operationalize the work of diversity?

Articulate why diversity is important in your unit and what needs to change.

There are many advantages to having a highly diverse workforce… Having a diverse workforce promotes an atmosphere of openness where employees are less likely to feel isolated or left out. Diversity gives employees a better sense of belonging and security, this helps with improving productivity

Start with the data.

Before you can address D&I, you must know where you stand – and data is the best place to start. Look at your demographics to understand representation across all levels and examine talent mobility trends, retention and workforce engagement across key dimensions, including gender, race and age.

Lead from the front.

The tone from the top matters – it is essential for senior leaders to be vocal about why diversity and inclusion is a business imperative. Leaders should be visible at diversity-sponsored events and should be intentional about building diverse teams.

Build inclusive practices in your culture.

Support employee resource groups, forums and open communication channels that allow all voices to be heard. To develop a culture of inclusion, businesses should consider training managers on unconscious bias to create awareness of its impact on hiring and promotions. It is also important for businesses to keep equality of access in mind when developing technology

Add a “diversity lens” to your talent practices.

Consider a diverse slate of candidates for open positions and ensure candidates for leadership positions are evaluated by a diverse panel of interviewers. These practices will help address potential biases in hiring and talent development decisions.

Hold leaders accountable for results.

Establish goals for progress and develop a dashboard of key metrics that is reviewed regularly with other business performance metrics. Accountability will help make sure you’re not just “talking the talk,” but also “walking the walk.”