For decades, most of the diversity, equity and inclusion (DEI) focus for organizations have been on hitting hiring targets and training (which were very often delivered in one and done sessions).

However, the elevated discussions on this topic, particularly over the last couple of years has highlighted that the problem these organizations are trying to solve is a systemic one. As such, leaders must broaden their assessments and evolve their approach to encompass strategies that go beyond training and recruiting goals. They must work to also build cultures that foster inclusion and create policies that are both inclusive and equitable.

Here are 4 steps leaders can take to advance diversity, equity and inclusion within their organization: 

1. Internal Assessments & Discovery: The first step is to thoroughly evaluate the organization and do so honestly. You can accomplish this by gathering critical information about the workforce that will help you understand the status quo. Some of the questions to ask are: What is the demography of the organization and how does this change as you ascend the organizational hierarchy? What is the average tenure for these demographics as you move up the organization? Are specific patterns or trends emerging? Who is voluntarily leaving the organization and why? Who is involuntarily terminated and what were the basis for those decisions? Are discernible patterns or trends with regards to certain groups but not others starting to show? In addition to these measures, you should also conduct surveys and interviews of current employees to gain critical perspectives on their experience working at the organization. It is also important to institute a thorough review of the organization’s policies to ensure those that are discriminatory or no longer align with mainstream ideologies are removed and revised accordingly. 
2. Strategic Planning & Design: Throughout this stage, it is critical you remember that the issues around DEI in the workplace are systemic and as such require a bold agenda and unwavering commitment if there is to be any real and sustainable change. And so you should begin by first getting clear on what the organization’s vision, mission and values (core values particularly) are. With these crystallized, you can then embark on the diversity, equity and inclusion (DEI) strategy design that is specific to your organization. You can do this effectively, by articulating the WHY, WHAT, HOW, WHO. 
   1. Why focus on DEI, what is the rationale?
   2. What is our agenda around DEI
   3. How will we execute this agenda (internally and externally)
   4. Who’s expertise, experience, influence, credentials is necessary to successfully execute this agenda?
3. Take Action: Once these steps are complete, then it is time to roll out and implement your plan. Getting to this point has required a lot of hard work and you are euphoric. This is the most exciting step of the process but it can also be a very vulnerable stage as there may be push backs and setbacks. Remember, these are all a natural part of the process, so take a deep breath and know that your thoroughness through steps 1 and 2 have likely prepared you for most of the obstacles you will encounter at the implementation stage. Be proactive with your communication, be transparent in sharing the plan and goals and listen to the feedback.
4. Re-calibrate & Evolve Strategy: Now you have arrived at a comfortable stage and the urge to put everything on autopilot is growing and taking a hold of you. Ignore it! If you are committed to achieving real and sustainable change around DEI in your workplace, then you cannot go on autopilot. You must be actively engaged, periodically evaluating the strategies that are in flight for tuneups, particularly when presented with new or additional facts. Doing this assessment proactively, then carefully re-calibrating and communicating any changes to the stakeholders is going to be critical for the ultimate success of your efforts.  

DEI Directive can help

We can help you navigate the various DEI issues confronting your organization, no matter where you are on this journey.

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About the Author:

Malobi Achike is a passionate diversity and inclusion ambassador. She helps organizations increase profitability by leveraging the unique attributes of their workforce, attracting diverse talent and building cultures where all belong and can thrive.