Читать книгу Diversity and Inclusion Matters - Jason R. Thompson - Страница 30

One of the biggest challenges for diversity programs is unrealistic expectations.

The best way to get organizational change and create an inclusive environment is to use organizational change models and principles. The one I recommend is the ADKAR model created by Prosci founder, Jeff Hiatt.³ ADKAR is an acronym that stands for awareness, desire, knowledge, ability, and reinforcement. I've adapted Hiatt's model to address the specific needs of DE&I (Figure 2.1).

The adaptation from a diversity-training model to a model that supports change at the organizational level is necessary because DE&I is broad, complicated, and requires lots of repetition. For example, I could have a very good understanding of race, but that would not mean I also have an equally good understanding of anything to do with people with disabilities. Moreover, even within the concept of race, an understanding of the experience of African Americans would not mean I have an understanding of the experience of Indigenous people. Each of the concepts would require its own model to increase understanding.

Figure 2.1 ADKAR® model for organizational change.

Source: ADKAR is a registered trademark of Prosci, Inc. Used with Permission.