When it comes to shifting the dial on DEI, one of the pitfalls in many organisations is the lack of a DEI road map. Where exactly are we? Where are we trying to get to? How are we going to get there? How will we know we are on track? These are key questions to ask if a road map for inclusion doesn’t exist to organise your DEI game-plan. There are several steps involved in building a roadmap for inclusion. Follow these to ensure your organization is continually building diversity, equity, and inclusion (DEI):
- Assess Your Current State:
This involves gathering data on demographics across the organisation, employee experiences, and where DEI expertise lies. Well designed surveys can be very effective here. It is also essential reviewing policies and processes to identify areas for improvement.
- Set Clear Goals and Objectives:
Once the current state is understood, leaders should set clear, measurable goals and objectives for DEI efforts. These goals should be specific, achievable, and aligned with anti-oppression principles. That means going beyond ‘increasing representation’: how can you redistribute power equitably? How can you offer training in inclusive behaviors so that this becomes every day practice for all?
- Develop a DEI Strategy:
Develop a comprehensive DEI strategy that outlines the steps the organisation will take to achieve these goals. Your strategy should include initiatives related to key areas of the employee lifecycle: recruitment and hiring, training and development, progression and promotion. Other key areas to consider are: developing/strengthening ERGs and building inclusion into product and service. This can involve supplier diversity, product/service inclusion auditing, or DEI stakeholder assessment.
- Establish DEI Governance:
Often, DEI strategy fails because governance has not been effectively established. To avoid this pitfall, it is necessary to define the roles and responsibilities of any team, individuals or groups involved directly in DEI. This includes identifying who will lead DEI efforts, who will be responsible for implementing specific initiatives, and who will be accountable for measuring and reporting on progress.
- Allocate Resources:
To be effective, leaders need to allocate the necessary resources, including budget, time, and personnel, to support the implementation of the DEI strategy. This can involve creating dedicated DEI teams, investing in training and development to upskill existing teams with necessary expertise to drive inclusion. Also consider hiring external experts to support key parts of the strategy implementation, especially more complex policy and process areas.
- Engage Stakeholders:
DEI efforts are most effective when they involve input and participation from a wide range of stakeholders. This includes employees, leaders, and customers/clients/partners in some circumstances. Best practice is to engage these stakeholders throughout the process, gathering feedback, addressing concerns, and building buy-in for the company’s DEI initiatives.
- Implement Policies and Practices:
This may include revising recruitment and hiring practices to build equity implementing DEI training programs, establishing progression and advancement opportunities for specific marginalised employees.
- Monitor and Measure Progress:
It is essential to regularly monitor and measure progress towards DEI goals. This can involve tracking key metrics: employee satisfaction and engagement, promotion and retention rates and the impact of DEI initiatives on organisational performance. This data is vital to identify areas of success and areas needing improvement , so you can adjust your approach accordingly and make positive change sustainable.
