From political turmoil to a global pandemic, our world has seen monumental pivotal changes in only a few short years. Not only has this impacted how our society functions, but also how we do business.

Unfortunately, not every organization can effectively and successfully pivot, adapt, and thrive through such pivotal and unprecedented changes. However, successful organizations shifted how they handled talent management and change. They shifted their focus from process to outcomes and have a solid structure, level of governance, and change management model, all of which are crucial elements to success. 

It sounds easy, but the truth is it can be extremely difficult for organizations to keep up with the competition, society, politics, the economy, and all the other changes that the world throws at them. 

One such initiative is Diversity, Equity, and Inclusion, or DEI. DEI has become a serious matter that many organizations must take seriously. (Reducing bias in cultures through the implementation of DEI training courses, organization awareness, disciplinary programs for biased and disrespectful behavior are just a few examples of DEI initiatives.) However, not every organization understands where to begin to approach DEI, never mind implementing its initiatives. Many organizations throw the responsibility at HR, expecting them to develop policies and procedures to bring more organizational awareness to and improve DEI.

However, one tried-and-true way to improve DEI in your organization is with a project management framework. In this article, we will dive into how organizations can leverage project management to prepare for conflict, change, and even improve their DEI programs.

What is a Project Management Framework? 

Before we dive too deep, let’s first review what a project management framework is. According to the Project Management Institute (PMI), a project management framework is defined as “a project management framework is a set of standard project management processes, templates, and tools that can be used to initiate, plan, execute, control, and close a project.”

In short, a project management framework not only brings structure and order to chaos, but it also provides a foundation—or building blocks—to ensure successful processes and outcomes and achieve change.

A project management framework and methodology are often confused and used interchangeably (and incorrectly). Here are the differences between the two: 

• A project framework is a set of guidelines or a roadmap for managing projects, but also allows for some freedom.
• A project methodology is a clear set of rules, principles, methods, activities, and processes used to manage and execute a project or solve a specific problem. Methodologies are well-defined and repeatable. A system of practices, techniques, procedures, and rules used by those who work in a discipline.

When comparing the two, a methodology is what to do, when to do it, and how to get there, and a framework is the roadmap.

However, we’ve seen it all too often: Many organization members see and recognize the value in project management, whereas others, specifically some members of senior leadership and management and executives, do not. 

Mark my words: Any project management framework or methodology will never survive in this type of environment. Methodologies must be accepted and followed by all—all— members of the organization. 

So the first step in improving DEI? Adopting and implementing a project management framework. Why? Not only does a framework provide governance in the functions that require governance, but it also helps organizations achieve change.

3 Common Types of Project Management Frameworks

Organizations use different types of frameworks depending on their projects and initiatives. As we think about DEI initiatives, in particular, many of them include the following:

• Developing or changing policies and practices
• Creating and launching training programs
• Recruiting practices
• Hosting DEI awareness programs and events for employees

The truth is there are many different types of project management frameworks, especially as the project management discipline evolves and expands over the decades. In fact, there are too many frameworks to even list in this article. 

However, here are some of the most common project management frameworks you can implement as soon as today:

1. Scrum

Even if they have never implemented it, most organizations have at least heard of Scrum. Scrum is an iterative approach to delivering a product or initiative. Although it is often used for product development projects, the Scrum framework is comprised of clear project team roles, events, artifacts, rules, and timeboxing. Scrum involves running weekly, biweekly, or monthly “sprints” where the project team works on developing a core component of the overall project. 

How Scrum Can Help with DEI Initiatives

By leveraging the Scrum framework, DEI committees, project teams, and departments can work together to develop components of the particular DEI project or initiative, such as a process, policy, procedure, or training program. DEI committees and project teams can set up a weekly or biweekly “sprint” schedule to ensure that the DEI initiatives are moving forward.

2. Kanban

Many teams use the Kanban framework. Kanban is another iterative framework supported by lean thinking. It is also supported by a visualization tool, such as a Kanban board or visual workflow board. This framework allows project and development team members to not only see the workflow visually but also all activities, work quantities, and bottlenecks. 

How Kanban Can Help with DEI Initiatives

The Kanban method is often used to ensure a continuous flow of work and to also visually represent that work to all DEI committee and project team members. Organizations can easily apply the Kanban method with virtually little to no disruption. In fact, Kanban is often described as the “start where you are” method, and it is best for teams that require a level of flexibility, continuous flow of work and delivery, increased productivity and quality, and focus, among others.

Kanban is often used for knowledge work, and it is best for newly-established DEI committees and project teams who need to assemble and get up and running quickly. 

3. Waterfall

Waterfall is another widely used project management framework that most organizations have at least heard of. However, what does it mean in practice? Waterfall is a more traditional and “predictive” framework, meaning that the requirements are known, and the degree of change is relatively low. Waterfall planning involves planning a project from beginning to end, with no phase starting until the previous phase is complete.

How Waterfall Can Help with DEI Initiatives

The Waterfall method is useful for planning and executing DEI initiatives and improvement programs with clear, well-defined goals, objectives, and requirements. This framework is best suited for well-established DEI committees and project teams that must execute a project, such as a corporate training program, with clear start and end dates for launch.

The Role of Emotional Intelligence (EQ) and Building an Empowered Culture

Of course, regardless of which methodology or project development approach you choose to manage your project, none of it matters if you don’t practice and apply good people skills. This is especially true and important in the earlier phases of team development (“storming” and “norming” phases). A project leader plays a critical role in ensuring that people come together, set aside biases, and relearn to respect different cultures, social norms, and so on to get the job done. When teams reach the NORMING phase, they are more productive and respectful of one another’s ideas, which increases creative thinking and problem-solving.

Additionally, integrating diversity into project teams is crucial to creative problem-solving. People from different cultural backgrounds have different experiences, perceptions, opinions, and thoughts. The more diverse the thought patterns, the more potential solutions you have at your disposal for solving the problem.

All in all, building an empowered culture enables ALL team members and stakeholders to collaborate constructively, resolve differences, manage conflicts, and solve problems together.

Improve and Execute Your DEI Initiatives with Ease 

Most organizations won’t associate project management with DEI initiatives, but combining the two can improve, execute, and bring DEI initiatives to life. Project management frameworks help plan and prioritize work, collaborate, and get projects done.

Depending on the maturity level of your DEI committee, department, or project team, one project management framework might be more appropriate or aligned with your organizational principles than another. The key here is to select the framework that is the best fit for your team and get up and running.

Need help with selecting a framework? Not sure how to best implement it or develop it? We can help. We have over 15 years of experience in project management, developing frameworks, and working with teams to create cultures of collaboration to ensure work gets done—and work gets done successfully. 

Contact us today to learn more about how we can help your organization.