How to make manageable progress implementing your DEI strategy

Diversity, Equity, and Inclusion (DEI) is not just a buzzword; it's a critical aspect of creating thriving workplaces and sustainable businesses. In our recent LinkedIn Live, Natalie Wilkins and Eleanor Nevill delved into the essential aspects of making manageable progress when implementing a DEI strategy. Here's a comprehensive summary of their insightful discussion, with key takeaways and actionable advice.

Inspiring C-level support

Natalie and Eleanor emphasised the importance of gaining C-level support right from the start. This commitment is crucial in making DEI initiatives a priority within an organisation. They suggested engaging the leadership team early and offering them master classes or training to deepen their understanding of DEI's significance. Furthermore, this support should go beyond financial resources; it should encompass time, energy, and genuine commitment to the cause.

Measuring outcomes and impact

To make manageable progress in DEI, it's essential to measure outcomes and impacts accurately. It's necessary to conduct an initial analysis of the organisation's diversity landscape, including demographics and sentiment. This data serves as the foundation for identifying where your organization stands and where you want to go. Moreover, having the ability to create DEI dashboards can help visualise progress and create a shared sense of accountability.

Improving policies and processes

Elevating and improving equity and inclusion within an organization is another critical aspect. It's important to review and enhance policies and processes, making sure they align with DEI principles. However, this doesn't need to be a laborious task, as there are tools available to facilitate these discussions and streamline the process. It's crucial to prioritise areas that need improvement and create a roadmap for change.

Implementing inclusive leadership and skills

One of the central pillars of DEI is implementing inclusive leadership and skills. Leaders, especially at the top and middle management levels, play a pivotal role in setting the tone for DEI initiatives. Starting with leadership development programs and skills training, organisations can foster a culture of inclusion. Additionally, integrating DEI questions into recruitment processes can help ensure that new leaders are aligned with the organization's diversity and inclusion values.

Mobilising the entire organisation

Once leadership has set the example, it's important to mobilize the entire organization. Natalie and Eleanor suggested taking a phased approach to build awareness, engage employees, and implement change. This can be achieved by organising events, leveraging Employee Resource Groups (ERGs), and running communication campaigns that highlight DEI themes. Building this commitment within your workforce creates a collective effort towards the same goal.

Conclusion

Implementing a successful DEI strategy can be a daunting task, but it's an essential journey for organisations seeking to thrive. To make manageable progress, it's crucial to secure C-level support, measure outcomes and impacts, improve policies and processes, implement inclusive leadership and skills, and mobilize the entire organization. DEI is not just a programme; it's a culture that requires active participation from everyone in the organization. By following these principles, organisations can take significant steps towards a more inclusive, equitable, and thriving future.

Guidance for your DEI journey

Whether you're embarking on a new DEI journey or looking to refine your existing efforts, we're here to support you - book a free discovery call with us to discuss ways forward.