New year's DEI resolutions: the ones we'll want to stick to!

There's a trend going around, suggesting we stop making New Year's resolutions.

While we're all for stopping unrealistic goals, we do believe there's a lot of value in setting work resolutions. Realistic ones, that is.

That is exactly what Natalie Wilkins and Eleanor Nevill discussed in our first LinkedIn live of this year. Their mission was clear: guide organisations in crafting realistic and achievable resolutions to foster a more inclusive, equitable, and diverse professional environment. Here are the key insights from the conversation.

Why resolutions matter

Resolutions, both in personal lives and organisational settings can end up being unattainable and disheartening. While they may translate into goals, KPIs, or objectives in diversity, equity and inclusion (DEI), the crux lies in making them achievable and tailored to an organisation's specific journey.

Where to start

So how do organisations set and achieve DEI resolutions? There needs to be a structured approach, starting with understanding where an organisation stands on its DEI journey. Tailoring goals to the organisation's maturity level and capacity is key.

Engaging leadership

The role of leadership in DEI success is pivotal. Interviewing leadership teams and providing them with training on how to navigate DEI conversations are foundational steps. Overcoming the fear of saying the wrong thing and building confidence are crucial aspects of leadership engagement in DEI.

Lessons from real-world examples

Drawing from experiences with clients across multiple sectors, success stories have a red thread of, firstly, providing a structure that can be used across all parts of the organisation while still allowing the outcomes to be tailored to the individual needs of a business unit or location and, secondly, of involving others in the journey from a wider HR team, to business unit champions or community sharing of progress. The examples showcase the power of intentional and measured efforts. Each organisation tailored its approach, acknowledging that one size does not fit all.

The pragmatic approach

We also need to be pragmatic. Not every organisation has access to extensive resources, but that shouldn't hinder progress. Simple tools like Excel-based systems can be effective in the early stages. Pragmatic solutions that focus on the organisation's unique context are the way forward.

Stay tuned for more insights in our upcoming sessions, and remember, every step counts in creating a workplace that champions diversity, equity, and inclusion.