Earlier this year, Philip Morris International released an Inclusive Future report developed by the International Institute for Management Development, on the methods organisations can use to drive cultural change in support of diversity and inclusion. One major theme emerged throughout the findings: that psychological safety plays a central role in determining just how well an organisation's D&I initiatives can take hold.
People Matters asked Silke Muenster, PMI's Chief Diversity Officer, about the report's findings and how the concept of psychological safety fits into D&I strategies today. Silke has been with PMI for over a decade, and before taking the lead role for diversity, her area of expertise was market research. Coming from that background, she brings a strong focus on measuring outcomes – “What gets measured gets done,” she told us.
Here's her perspective on how to create a long-term strategic approach for D&I.
The IMD report recommends moving away from measuring D&I by self reporting, and instead establishing broader benchmarks. Why do you think self-reporting has been the norm for such a long time?
This story is from the March 2022 edition of People Matters.
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This story is from the March 2022 edition of People Matters.
Start your 7-day Magzter GOLD free trial to access thousands of curated premium stories, and 8,500+ magazines and newspapers.
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