EXAMPLE D&I PRoBLEM STATEMENTS

What is a problem statement?

A problem statement is a brief, clear explanation of an issue that needs to be addressed. It helps stakeholders to quickly and clearly understand what the issue is, who and/or what it impacts, and why it’s important to address it. As such, problem statements are an important first step in problem-solving. 

The following two problem statements describe examples of common D&I issues (these problem statements will be listed, and added to, in the ‘Free Resources’ section of this website).

NB. Whilst we have provided potential solutions offered by the DEI Group, problem statements should create awareness and encourage creative and strategic thinking. However, the problem statement itself should not attempt to identify a solution and/or look to encourage a bias toward a specific solution.

Example D&I Problem Statement 1

"We have a group of leaders that are quite balanced at a frontline level, but a mid-senior, or Executive Level we have a particular group that is still unrepresented e.g. Women at an ELT, First Nations people at mid-senior levels etc"

Potential DEI Group Solution

Historically, underrepresented groups are overrepresented in mentoring programs, but this has failed to lead to better career progression. What is needed to increase those in underrepresented groups in leadership is sponsorship from influential people within the organisation or department. Sponsorship will:

• Position the organisation as committed to advancing and enabling diverse talent and support the broader DEI strategy 
• Build the expertise, confidence, and conviction of Senior leaders to successfully champion underrepresented talent and lead an inclusive and diverse workplace 
• Accelerate the development and progression of your diverse high-potential talent 
• Grow a strong pipeline of diverse talent at key leadership levels 
• Increase the profile and visibility of high potential diverse talent 
• Increase the representation of diverse talent in senior roles over time 

Typically, a sponsorship program occurs over a 6-9 month period, with results being realised in the first year. Programs include online learning, a sponsorship toolkit, action learning circles and coaching for both sponsors and sponsees.

Example D&I Problem Statement 2

"We are having difficulty engaging, retaining or fully utilising our younger, up and coming talent. Managing intergenerational teams is proving challenging."

Potential DEI Group Solution

For the first time in history we have four distinct generations in the workplace at one time, all holding different values, expectations and worldviews. We can work with you to provide three different solutions to maximise the benefits of this diversity.

• Reverse Mentoring: A partnership between a younger employee who serves as a mentor to share experience and insights with an older, senior colleague as the mentee. These relationships need specific guidance to be set up successfully to ensure that the dynamics benefit both parties. 
• Shadow Boards: a group of high potential employees who become an extension of the board, and play a role in strategic planning to stretch board members thinking beyond their own lens. Shadow Boards enable Board members to have a safe space where they can confess ignorance around sensitive topics such as diversity without being seen as lesser leader. 
• Shadow Leadership Teams: Similar to shadow boards but at Senior Leadership Level. Shadow Leadership Teams work on strategic initiatives and act as a bridge between the Senior Leadership Team and the organisation. A common issue for senior leaders is a lack of feedback which prevents their growth and continuous learning at an organisational level, and the Shadow Leadership Team can create a better flow of communication back up the organisation.  

Shadow Boards and Leadership Teams typically run for 9 months of formal learning to embedd the process.