From awareness to action: Practical steps for implementing DEI in your organization
The importance of DEI - diversity, equity, and inclusion
Diversity, Equity, and Inclusion (DEI) are becoming increasingly important in the modern workplace. In today's global economy, organizations that prioritize DEI are better equipped to attract and retain top talent, foster innovation, and create a positive work environment for all employees.
Let's not coverup the potential ROI: "According to Dr. Rohini Anand, Sodexo’s VP & Global Chief of Diversity: Sodexo tracked their investment in their DEI initiatives and found that for every $1 they invested into DEI they saw a $19 ROI (Lunaria Solutions).
Understanding the current state of DEI in your organization
The first step in implementing DEI is to understand where you are currently. Conduct a DEI audit to assess the current state of diversity, equity, and inclusion in your organization. This audit should include feedback from employees, an evaluation of DEI policies and procedures, and an analysis of the representation of underrepresented groups in leadership positions and throughout the organization.
Setting DEI goals and objectives
Once you have a clear understanding of the current state of DEI in your organization, it's time to set goals and objectives. Define key performance indicators that will help you measure progress towards your DEI goals. Create a roadmap that outlines the initiatives you will take to achieve these goals, and assign responsibilities and accountability for each initiative.
Once the strategy is set, bake these items into your organization's goals. If you follow an OKR format, ensure to tie tangible, meaningful outcomes quarterly - there should be no guesswork on what should be achieved, when, and with whom.
Fostering a culture of inclusion
Culture is key to fostering a diverse, equitable, and inclusive workplace. Encourage open communication and provide DEI training and education to all employees. Celebrate diversity in the workplace by recognizing the contributions of all employees, regardless of their background. This sends a strong message that everyone's perspectives and experiences are valued.
One strategy to cultivate an inclusive culture is to determine "inclusion" as a desirable competency at the manager level. This implies that not only doe the organization value inclusivity, but it is a required behavior for success among managers. In addition, this implies that those who are striving for a managerial position from an individual contributor (IC) role, that behaving inclusively is a path to promotion.
Implementing DEI initiatives
Once you have set your goals and fostered a culture of inclusion, it's time to implement DEI initiatives. Start by reviewing your recruitment and hiring practices to ensure that they are inclusive and fair. Provide development and advancement opportunities for all employees, regardless of their background. Provide support for underrepresented groups, such as affinity groups, mentorship programs, and diversity committees. Some real examples are as follows:
- Procter and Gamble shares their data with potential new hires and has a "Diversity & Inclusion Strategic Council" that provides leadership and direction for DEI initiatives across the company.
- McKinsey & Company developed a "Diversity & Inclusion Task Force" made up of senior leaders who drive DEI initiatives and a "Diversity & Inclusion Ambassadors" program to engage employees in DEI efforts.
- Google created a "Diversity Core" team that is dedicated to DEI initiatives and a "Mosaic" program to support underrepresented groups in technology.
Measuring and evaluating DEI progress
Don't forget to leverage your people analytics. Regularly track DEI metrics to evaluate progress towards your goals. Gather feedback from employees to understand their experiences and perspectives, and use this feedback to continuously improve DEI efforts. Regularly review and update DEI policies and procedures, and conduct a DEI audit on a regular basis to ensure that progress is being made. Without this step, it's likely that your DEI initiatives will fall flat and be forgotten.
A wholistic approach is the path to successful DEI transformation
Implementing DEI initiatives requires a comprehensive approach that includes setting goals, fostering a culture of inclusion, implementing DEI initiatives, and measuring and evaluating progress. By taking these practical steps, organizations can create a diverse, equitable, and inclusive workplace that benefits everyone. The importance of DEI cannot be overstated, and it is crucial that organizations prioritize DEI in order to thrive in today's global economy. We encourage all organizations to take these steps and become champions of DEI.