Increasing Staff Diversity in Telecommunications

Increasing Staff Diversity in Telecommunications. Rachel Mellion, 2025: Strategic Research Project, Nova Southeastern University, Abraham S. Fischler College of Education and School of Criminal Justice. Keywords: diversity; diversity, equity and inclusion; equity; employee resource groups; employee retention; people leaders; workforce diversity This strategic research project was designed to analyze the current state of Optimal Fiber Optics (a pseudonym) and develop an action plan to maximize our competitive advantage. I conducted a strengths, weaknesses, opportunities and threats analysis to identify 40 factors impacting Optimal’s performance. Next, I conducted internal and external factor evaluations and identified the major problem as a shortage of diverse candidates. After researching solutions and considering advantages and disadvantages, I selected providing inclusive leadership training as the best solution. I then evaluated two strategies utilizing a quantitative strategic plan matrix, and identified create a company-wide value statement and goal for inclusion linked to performance reviews as the most important strategy. I developed an action plan to implement this strategy, including persons responsible, a timeline, resources needed, and desired outcomes. The first action step is to create a company-wide value statement tied to Optimal leaders’ commitments to diversity and inclusion which include creating an environment in which unique contributions of employees are valued. The second action step is to write a company goal aligned with the value statement and policy to demonstrate the commitment of senior leaders. The third action step is to cascade the value and company-wide goal to employees. Communication of strategic goals is critical to reduce resistance and contributes to overall accountability. The fourth action step is to write a people leader goal aligned with the company goal to be included in the annual performance review. The fifth action step is to provide ongoing feedback to people leaders related to the goal of inclusive leader behaviors. Authentic and specific feedback is most beneficial to changing behavior.