Diversity and Inclusion – What Does Your Environment Communicate?

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We have often asserted that organizations, like people, act in a manner consistent with its shared values. Subsequently, those ideals in which an organization’s members truly believe manifest themselves in every aspect of the organization’s physical and social environments. These environments are categorically represented as an organization’s:

  • physical environment
  • social environment
  • decision environment
  • positional environment
  • developmental environment
  • recognition and rewards environment

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Additional Information

As with all self assessments, there exists a wide array of tools that can be employed when examining each organizational environment. These tools range from the concrete direct observation to the less tangible surveys and interviews. Recommendations regarding the collection and synthesis of self assessment data can be found in Evaluation and Control Best Practice 1 – Data Synthesis and the Information Development Model.

Additionally, the most valuable self assessments use standards of excellence as their comparative basis and apply a highly critical eye to the organization’s conditions and performance. Information regarding the application of this high level of scrutiny can be found in:

Organizational Accountability – Evaluating Organizational Culture, part 1

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StrategyDriven Organizational Accountability ArticleWhile it might sound cliche, there exists a significant truth to the phrase, actions speak louder than words. As individuals, we all hold certain values, beliefs, and biases which guide our decisions and subsequently our actions. So strong and yet so unperceivable are these convictions that on a day-to-day basis our reactions and responses to hundreds of seemingly benign situations are defined by them. Therefore, an individual’s values, the beliefs, and biases can be interpreted and understood by observing the individual’s actions.

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Additional Information

Additional information regarding organizational roles, responsibilities, and the propagation of values through performance measures, processes, procedures, and behavioral reinforcement can be found in the StrategyDriven model Strategic Organizational Alignment.

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About the Author

Nathan Ives, StrategyDriven Principal is a StrategyDriven Principal and Host of the StrategyDriven Podcast. For over twenty years, he has served as trusted advisor to executives and managers at dozens of Fortune 500 and smaller companies in the areas of management effectiveness, organizational development, and process improvement. To read Nathan’s complete biography, click here.