Standards for Organizations Around the World

1 Standards for Organizations Around the World95 Expert Panelists Julie O Mara Alan Richter, RESEARCH. EDUCATION. EDITION FREE TO USE PERMISSION REQUIRED powered byProvided free of charge by The Centre for Global Inclusion. See page more on the GDIB. Go to to download the free GDIB, user tools, and other information; to donate to help support D&I research; and to learn more about The Centre for Global Inclusion. Accessibility and Alternate Format. The GDIB authors are striving to make the GDIB and user tools accessible.

2 Generally, we are following the guidelines provided by the W3C Web Accessibility Initiative (WAI), a worldwide initia-tive to make the Web more accessible for persons with disabilities, which is a critically important D&I goal. As this 2017 GDIB goes to press, and while we have designed this edition of GDIB with accessibility in mind, we still have some work to do. For that reason and for further accommodation please request an alternate format edition by emailing Symbolism of the GDIB logo. The logo is a stylized version of the new GDIB Model.

3 It is set in a circle to convey the ongoing and never-ending importance of diversity and inclusion. The equilateral triangle in the center symbolizes equality and solidarity or strength and represents the Bridging Group. Colors have a wide range of meaning across cultures. What may be interpreted for a color in one culture may be a nearly opposite meaning in another culture. We have been thoughtful in our selection of colors and offer our interpretation, which is a combination of a various cultural symbolism. The color yellow was selected for Bridging because it stands for optimism and imagination.

4 The green color for the Foundation Group symbolizes nature and renewal, blue for the Internal Group represents harmony and order, and red for the External Group stands for passion and strength. All are in a vibrant hue, which symbolizes the vitality to succeed. The swirls of dark blue represent the power, energy, and motion needed to sus-tain this work. And the openness of the swirls showing the colors overlapping one another symbolizes the integra-tion and comprehensiveness needed for D&I to succeed. Purple has been added in some user tools to symbolize power and English.

5 We have used culturally neutral English principles to write in clear, translatable language that does not include culturally specific words and phrases (such as idioms or other local expressions). We use American English Improvement and Future Versions. Your feedback, suggestions, and stories of using GDIB are Agreement. The GDIB is shared at no cost for all to use. However, you must request permission. Ad-ditionally, all written communications whether a presentation, formal report, or an email sends a message about the GDIB. As part of the Permission Agreement, and to help ensure messaging consistency in delivering high-quality communications, you must follow the Style Guide on Graphic Design.

6 Shawndra Cox-Diaz of Out Of Proportion Studios OF CONTENTSINTRODUCTION .. 1 DEFINITIONSD iversity, Inclusion, Global .. 1 ULTIMATE GOALS OF D&I .. 2 THE CENTRE FOR GLOBAL 4 APPROACHES .. 5 Competence .. 6 Compliance .. 6 Dignity .. 6 organization Development .. 7 Social Justice .. 7 CONNECTING D&I AND SUSTAINABILITY .. 8 THE GDIB MODEL .. 12 DOING COMPREHENSIVE WORK .. 14 THE FIVE LEVELS .. 16 SCOPE OF THE GDIB .. 18 THE FOUNDATION GROUP .. 22 Category 1: D&I Vision, Strategy, and Business Case .. 24 Category 2: Leadership and Accountability.

7 26 Category 3: D&I Structure and Implementation .. 28 THE INTERNAL GROUP .. 30 Category 4: Recruitment, Retention, Development, and Advancement .. 32 Category 5: Benefits, Work-life Integration, and Flexibility .. 34 Category 6: Job Design, Classification, and Compensation .. 36 Category 7: D&I Learning and Education .. 38 THE BRIDGING GROUP .. 40 Category 8: Assessment, Measurement, and Research .. 42 Category 9: D&I Communications .. 44 Category 10: Connecting D&I and Sustainability .. 46 THE EXTERNAL GROUP .. 48 Category 11: Community, Government Relations, and Social Responsibility.

8 50 Category 12: Products and Services Development .. 52 Category 13: Marketing and Customer Service .. 54 Category 14: Supplier Diversity .. 56 RESEARCH PROCESS .. 58 THE EXPERT PANELISTS .. 62 HOW TO USE THE GDIB .. 66 TERMINOLOGY .. 71 ACKNOWLEDGEMENTS .. 73 OUR ENCOURAGEMENT .. 74 THE AUTHORS .. 75 THE GDIB: AT-A-GLANCE AND BY-THE-NUMBERS4 GROUPSFOUNDATIOND rive the StrategyINTERNALA ttract & Retain PeopleBRIDGINGA lign & ConnectEXTERNALL isten to & Serve Society266 TOTAL BENCHMARKS AT 5 LEVELSBest Practices Progressive Proactive Reactive Inactive1.

9 Vision2. Leadership3. Structure4. Recruitment & Development5. Benefits6. Compensation7. Learning8. Assessments9. Communications10. Sustainability11. Social Responsibility12. Products & Services13. Marketing14. Supplier DiversityTHE RESEARCH95 EXPERT PANELISTSHOW TO USE THE GDIBTERMINOLOGY & ENCOURAGEMENT14 CATEGORIES AND CONCRETE ACTIONSFor all sectors, sizes, & types of Organizations Around the world3 DEFINITIONSD iversityInclusionGlobal2 ULTIMATE D&I GOALSA Better WorldBetter Organizations5 APPROACHESC ompetence, Compliance,Dignity, organization DevelopmentSocial JusticeINTRODUCTIONWe offer the Global Diversity & Inclusion Benchmarks.

10 Standards for Organizations Around the World (GDIB) to support Organizations globally in the development and implementation of Diversity and Inclusion (D&I) best practices. The GDIB helps Organizations : Realize the depth, breadth, and integrated scope of D&I practices; Assess the current state of D&I; Determine strategy, and; Measure progress in managing diversity and fostering and Inclusion has emerged as a worldwide practice that is critical to an organization s success. As with other disciplines, such as quality and safety, Standards are needed to establish criteria by which to measure and monitor progress.