The Six Cylinders™ are:
Leadership: The decision-makers guiding the development and implementation of the organizational strategy, including senior leaders, senior managers and board directors; and these leaders’ knowledge, skills, commitment, communication, and actions in support of diversity and inclusiveness.
Products & Services: The nature of the products and/or services that the organization provides and the extent to which products and services deliver high value to fulfil the needs of a diverse set of potential customers and clients.
Human Capital: The diverse set of people, including employees, suppliers, sub-contractors, volunteers, supporters, leaders, and board directors, who provide the organization with its resource base of skills, abilities, knowledge, perspectives and cultural competence; the formal systems and processes that make a diverse talent and knowledge base available to the organization; the full valuing and utilization of a diverse knowledge and talent base.
Workplace Environment: The social-emotional and physical environment of the workplace; as well as the formal structures and systems created to drive the informal processes that make all members feel included, supported, and accepted, including a fully accessible physical space.
Stakeholder Connections: Relationships with the diverse stakeholder groups that hold the organization accountable for
its actions, including the diverse set of communities in its region of operations, as well as actual and potential funders, investors, suppliers, employees, customers, and advocacy groups in the organizational field; knowledge of each community, partnerships with the communities, investment in the communities, two-way influencing, in-reach and out-reach.
Marketing: The process by which the organization develops strategies that will appeal to a diverse set of customers, clients, donors, and/or other key financial supporters for purposes of sales, communications, business development, and fundraising.
At the heart of the Six Cylinders™ Framework is the “client” and how they experience or interact with the organization. The “client” represents employees as well as those who use or buy the services of the organization. Every activity within each Cylinder must be geared towards enhancing this experience. The challenge is to establish and agree beforehand on the critical outcomes which the diversity initiative must deliver to ultimately help the “Client”, whether it is an employee or a customer.
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