What is a governance group?
A governance group in the context of Diversity and Inclusion (D&I) is a formal committee within an organisation responsible for overseeing, guiding, and implementing the D&I strategy. This group is responsible for ensuring that the organisation’s D&I efforts are aligned with its overall goals, values, and vision. Here are some characteristics and activities of such a group:
What are some characteristics and activities of a governance group?
- Leadership and Accountability: Led by influential leaders who are well-respected within the organisation. These leaders are accountable for the progress and outcomes of D&I initiatives which are crucial for effective D&I implementation.
- Strategic Oversight: Develops clear D&I goals and strategies, ensuring they are communicated throughout the organisation.
- Regular Review and Adaptation: Ensures that D&I is a regular feature on the agenda of executive committees, boards, and team meetings at every level, facilitating ongoing review, honest discussions about progress, and adjustments to strategies as needed.
- Policy Integration: Oversees the integration of D&I principles into every corporate policy, ensuring that these policies support D&I objectives and do not conflict with them.
- Role Modelling and Engagement: Acts as role models to encourage engagement with D&I initiatives both internally and externally. This involves mentoring programs and engagement with communities
- Performance Measurement: Sets D&I objectives for all employees and teams and measures these objectives to ensure accountability and progress toward D&I goals.
- Financial Incentives: Implements financial incentives related to D&I, linking elements of company bonuses or executive compensation to the achievement of D&I goals to underline the importance of D&I as a core business priority.
Who should be included in the governance group?
- D&I Officer or Lead: The primary individual responsible for D&I within the organisation, ensuring strategic alignment and execution of D&I initiatives.
- Executive Sponsor: A high-ranking executive, such as a CEO or another C-suite member, who can provide leadership support, visibility, and necessary resources.
- HR Representative: A senior HR professional who can align D&I initiatives with broader HR policies, practices, and talent management strategies.
- ERG Representatives: Leaders or active members from various Employee Resource Groups (ERGs) to ensure diverse perspectives and grassroots insights are considered.
- Departmental Representatives: Key stakeholders from different departments (e.g., Finance, Operations, Marketing) to ensure D&I efforts are integrated across all business areas.
- External Advisor: An external D&I expert or consultant can offer unbiased insights, best practices, and help benchmark against industry standards.
How often should the governance group meet?
- Quarterly Meetings: The governance group should meet at least quarterly to review progress, discuss strategic directions, and make decisions. This frequency ensures that D&I remains a priority and allows the group to adapt to new challenges or opportunities.
- Subcommittee Meetings: For larger organisations, subcommittees focusing on specific D&I areas (e.g. recruitment, training, community engagement) may need to meet more frequently, such as monthly or bi-monthly, to manage detailed aspects of the initiatives.
What is the scope of the governance group?
- Strategy and Vision: Define and periodically review the organisation’s D&I strategy and vision, ensuring alignment with overall business objectives.
- Policy Development and Integration: Oversee the development and integration of D&I principles into corporate policies, ensuring that these policies support inclusive practices.
- Program Oversight: Approve, monitor, and evaluate D&I programs and initiatives, including training, recruitment, retention, and ERG activities.
- Budget Management: Oversee the allocation and utilisation of the D&I budget, ensuring resources are used effectively to achieve strategic goals.
- Measurement and Reporting: Develop and implement mechanisms for tracking and reporting on D&I metrics and progress towards goals, both internally and externally.
- Communication Strategy: Guide the internal and external communication of D&I efforts, ensuring consistent and impactful messaging.
- Feedback and Continuous Improvement: Establish channels for receiving feedback on D&I initiatives and use this feedback for continuous improvement.
What other considerations should be made?
- Diversity of the Group: Ensure the governance group itself is diverse in terms of gender, ethnicity, seniority, departmental representation, and other dimensions of diversity to reflect the organisation’s commitment to inclusivity.
- Adaptability: The governance group should remain flexible, ready to adjust its focus and priorities based on evolving organisational needs and external conditions.
