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Many of our organizational clients engage us to help advance their efforts around diversity, equity, inclusion, and belonging (DEIB). This work, which we are deeply passionate about, often comes after organizations have already laid significant groundwork. They have typically analyzed market and employee demographics, created vision statements, hosted learning events, and implemented supplier diversity measures and community involvement initiatives. However, many organizations feel stalled and uncertain about how to move forward. While there is no one-size-fits-all solution, we assess specific areas to determine where they may be stuck and what steps to take next.

Key Areas to Assess for Advancing DEIB Initiatives

1. Actively listen and learn: Whether through focus groups, pulse surveys, engagement surveys, Q&As following town halls, or panel discussions on DEIB, organizations must consistently listen to their employees and customers. Understanding what they are doing well and identifying opportunities for improvement is crucial. Listening well is both an art and a science, requiring careful attention and genuine interest.

2. Align senior leaders and enlist them as advocates: DEIB work should not be delegated solely to HR or seen as a peripheral effort. Senior leaders must be aligned with DEIB goals and view them as organizational priorities. Embedding DEIB into the core of business operations ensures it is taken seriously and integrated into everyday practices.

3. Audit the culture: Culture encompasses both formal and informal elements within an organization. Review artifacts and messages such as values, strategic priorities, literature, webpages, processes, and procedures. Examine retention and advancement rates to uncover any hidden barriers and ensure a comprehensive understanding of the organizational culture.

4. Document and celebrate achievements, and set benchmarks for progress: Ensure the organization’s DEIB story is well-known, highlighting successes and ongoing efforts. Establish a vision for what success looks like in the future, focusing on measures of progress over time rather than just specific numerical targets.

5. Establish working teams to tackle key areas: Treat DEIB as a strategic priority by forming diverse teams dedicated to advancing these efforts. This might involve creating a DEIB council, employee resource groups (ERGs), or action learning teams tasked with making recommendations and driving progress.

6. Set your action plan: Document an action plan that embeds DEIB solutions into business areas and processes. Avoid standalone initiatives; integrate DEIB goals into the fabric of the organization to ensure sustainable progress.

7. Measure progress: Continuously listen and learn about what is working, what isn’t, and where course corrections are needed. Regularly measuring progress helps ensure that the organization remains on track to achieve its DEIB objectives.

Conclusion

Advancing DEIB initiatives requires a strategic and integrated approach. By actively listening and learning, aligning senior leaders, auditing the culture, documenting achievements, establishing working teams, setting action plans, and measuring progress, organizations can overcome stagnation and drive meaningful change. Embrace these steps to create a more inclusive, equitable, and diverse workplace where everyone feels a sense of belonging.

Thanks for stopping by. We hope you found at least one little nugget you are taking away with you. What will you do to bring it into full living color?

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