As a global, international company, Kennametal desired to build an infrastructure that was unified and inclusive but allowed freedom for regional nuances and differences to be addressed in an authentic and impactful way. The lack of a systemic approach was leading to inconsistent practices, uneven employee experiences and limited ability to receive feedback and measure impact. We suspected this would also hinder our ability to attract, retain and engage diverse talent; thereby limiting our progress in fostering a truly inclusive culture that drives innovation, growth and a sense of Belonging.

To build a robust global governance structure for Diversity, Inclusion and Belonging (DIB), we established a clear framework that aligns leadership, strategy and execution at every level of the organization. First, we engaged the executive leadership team to define the strategy. This team set the vision, established clear goals and ensured DIB became a central component of our overall business strategy. By integrating DIB with our company’s growth objectives, we secured top level buy-in and made leadership accountable for driving these initiatives forward. The executive leadership team also took on the role of active sponsors, providing the necessary support and resources to bring the strategy to life.

Next, we created a steering team composed of senior leaders who function in the capacity of accountability partners from various functions across the organization. This team takes responsibility for guiding the work and operationalizing the strategy. They work closely with the executive team to break down the strategy into actionable goals, ensuring alignment across the business.

At the regional level, we formed volunteer-led regional inclusion councils, empowering local leaders to execute the global DIB strategy with a local lens. These councils, made up of regional leaders and HR Partners, tailor the strategy to address the specific cultural, legal and business needs of each region. They lead the execution of key initiatives such as inclusive hiring practices, cultural awareness programs and region-specific engagement efforts. This ensures that our DIB is not only consistent across the globe, but also deeply relevant to local employees and communities.

To further accelerate and support regional efforts, we established a global inclusion council. This council serves as a central resource hub providing best practices, tools and frameworks that can be adapted across all regions.

Finally, we activated employee resource groups (ERGs) as champions of DIB in several regions. These employee-led groups representing various backgrounds, identities and interests play a pivotal role in fostering inclusion from the ground up. The ERGs partner with the inclusion councils to provide insights into the employee experience, advocate for underrepresented groups and support the implementation of DIB initiatives.

Implementing global governance and regional oversight for Diversity, Inclusion and Belonging (DIB) has led to several significant outcomes:

1. Consistency Across Regions: Standardized DIB practices and policies ensure a cohesive approach to inclusion, eliminating regional disparities and providing a consistent employee experience worldwide.
2. Increased Accountability: Clear roles and responsibilities at both the global and regional levels have enhanced leadership accountability, driving progress in DIB initiatives through regular measurement and reporting.
3. Data-Driven Decision Making: Centralized data collection and analysis have enabled the organization to track key metrics, identify trends, and measure the impact of DIB efforts, leading to more informed strategies and continuous improvement.
4. Resource Efficiency: Streamlining efforts through the global structure has reduced duplication of work, optimized resources and created efficiencies by allowing us to share best practices across regions.
5. Tailored Local Implementation: While ensuring global alignment, regional oversight has allowed for the adaptation of DIB initiatives to meet local cultural, regulatory and business needs, making them more relevant and impactful.
6. Faster Scalability: With a clear structure in place, initiatives are more easily scaled and implemented across the regions and business as the organization grows.
7. Improved Engagement and Belonging: Consistent and effective DIB initiatives have supported an environment that is more inclusive, yielding higher employee engagement levels and satisfaction.