Appreciate Inquiry

In order to elicit intangible aspects of diversity that will allow us to create the more holistic research that is required to address management of diversity challenges in innovative ways, we will employ a method called ‘Appreciative Inquiry’, as it is a validated method of engaging populations of people into prototyping answers in large-scale, community-wide efforts. It has 4 stages:

1)  Discovery –  the ‘shared story’

We will send potential conversation members questions similar to the following examples, to ‘discover’ the story of diversity:

  • Tell us about a moment when you and everyone else around you felt ‘equal’.
  • What did it feel like?
  • How was it different than other moments?
  • What did you do to encourage this moment?
  • What did others do?

2)  Dream – what could we do with this story?

We will host an event with interested parties from the community, networking groups, corporate members and Universities, that will incorporate the shared story to create pertinent themes that align with the Soluna mission to promote gender diversity in leadership.

3)  Design – what will the future look like?

We will end the hosted event, described above, with prototyping exercises that will make ‘real’ the new ideas we’ve found from our shared story.  Things we never imagined were possibilities, such as corporate systems and processes, school programs and news stories that we could not have done without this diverse population of people in the room.

We will design new metrics for diversity initiatives and programs.

We will populate our private social network with the topics and shared practices that we have begun to explore in the space of diversity, so that we may facilitate further conversation and research.

4)  Destiny – how do we do it?

We will engage our corporate members in ways that will take this new understanding of diversity at the next level into their own environments.

We will task them to keep communicating to broaden and build the conversation, the practices and the metrics until we are managing diversity well.  This will be an on-going, social media exercise.

The diversity conversation becomes ‘the human conversation’.