5 Ways to Take Your DEI Strategy to the Next Level

You know that diversity, equity, and inclusion (DEI) are important for your company's success. But sometimes it is hard to move the needle from good intentions to meaningful action. Do not worry, you are not alone. Many organizations struggle to build effective DEI strategies. The good news is that there are ways to make real progress for those willing to do the work.

In this post, discover five practical steps to improve your company's DEI strategy. From diversifying your workforce to ensuring fair policies and building a culture of belonging, this got you covered. With a thoughtful approach and commitment from leadership, you can create lasting change. The journey begins with understanding where you are today. So get started!

What is a Diversity, Equity, and Inclusion Strategy?

A Diversity, Equity, and Inclusion (DEI) strategy promotes fairness and justice in the workplace. It aims to create an environment where people from all backgrounds feel respected and valued. Companies can become fair and empowering places for all with the right strategy and commitment to change.

What does your organization's DEI strategy look like?

Different Ways to Improve Your Company's DEI Strategy

To build a strong DEI strategy, start by conducting a diversity audit. Analyze your company’s current workforce demographics and company culture to identify areas for improvement. Look at factors such as gender, ethnicity, age, disability status, and more. Then set concrete goals to work towards a more diverse, equitable, and inclusive environment.

1. Develop employee resource groups (ERGs) where people with shared identities can connect. ERGs promote inclusion and give valuable feedback to improve your DEI initiatives. Provide the budget and resources for ERGs to thrive.
2. Educate your workforce on topics such as unconscious bias, microaggressions, and inclusive behaviors. Mandatory DEI training, especially for leaders, is a key. Offer optional learning opportunities on an ongoing basis as well.
3. Examine your hiring and promotion practices. Require diversity on interview panels and candidate slates. Review job postings for biased language. Aim for pay and opportunity equity across all groups.
4. Evaluate your company culture and update support inclusion. For example, offer flexible work options for people with disabilities or caregiver responsibilities. Celebrate more cultural and religious holidays. Provide private spaces for prayer or reflection.
5. Support and promote community outreach programs that align with your DEI values. For example, partner with nonprofits focused on education, healthcare, and economic opportunity in underrepresented communities.

Hold yourself and your leaders accountable by tying DEI metrics to performance reviews and compensation. Continuously track your progress and adjust your strategy based on data and feedback. With time and commitment, you can build a truly inclusive workplace culture where people of all backgrounds can thrive.

How to Implement a Foolproof Strategy

Implementing a DEI strategy is a key to improving your company’s diversity, equity, and inclusion. Here are some steps to take:

• Make diversity, equity, and inclusion a priority. For your DEI strategy to work, it needs to be a top priority for your company with buy-in from leadership and stakeholders. Allocate resources and budget to support initiatives.
• Conduct an audit. Do an audit of your current workforce and company culture to identify gaps and areas of improvement in diversity, equity, and inclusion. Take a look at hiring rates of minorities, pay gaps, retention, and employee surveys.
• Set concrete and measurable goals. Develop specific, measurable goals and targets for improving diversity and inclusion. For example, aim to increase the number of women in leadership roles by 25% in two years. Track and monitor progress.
• Review your hiring practices. Analyze how you source and hire candidates. Strive for a diverse candidate pool. Remove bias from job postings and interview processes. Provide diversity and inclusion training for hiring managers and recruiters.
• Offer regular training. Provide diversity, equity and inclusion education and training for all employees. Training must cover topics such as unconscious bias, microaggressions, inclusive language, and cultural competency. Make training mandatory and ongoing.
• Promote an inclusive culture. Foster an environment where people from all backgrounds feel respected, valued, and heard. Promote employee resource groups and mentorship programs. Be quick to address issues of inequity and discrimination. Lead with empathy, compassion, and support.
• Hold employees and leaders accountable. Track key performance indicators for diversity and inclusion and tie them to performance reviews, compensation, and promotions. Reward and recognize those who promote DEI. Call out behaviors that undermine diversity and inclusion.
• Review and revise. Conduct a regular review of your DEI strategy and initiatives and make changes as needed. Survey employees to gage progress and get feedback. Be willing to try novel approaches to keep improving. Diversity, equity, and inclusion is an ongoing process that requires continuous work.

With time and effort, these steps can help transform your company culture and create a truly inclusive workplace where people of all backgrounds can thrive. But remember, there is always more work to do. Keep listening, learning, and improving.

Conclusion

These are impactful ways to step up your company's DEI strategy. By taking an honest look at where you currently stand, opening communication channels, expanding your talent pool, implementing employee resource groups, offering DEI training, encouraging allyship at all levels, and tracking progress, you can create a more diverse, equitable and inclusive workplace. These initiatives benefit your employees and  strengthen your business.

Remember that DEI is an ongoing process - be willing to listen, learn and continuously improve. With persistence and commitment to doing better, you have the power to build an environment where everyone feels welcomed, valued, and able to thrive. Now get out there and make it happen!