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Inclusive Culture

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MOVING IN THE RIGHT DIRECTION

Your Results

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Leading Edge

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MOVING IN THE RIGHT DIRECTION

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Fairness & Representation

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MOVING IN THE RIGHT DIRECTION

Overall DEI Score

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Employee Development

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MOVING IN THE RIGHT DIRECTION

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Policies & Procedures

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MOVING IN THE RIGHT DIRECTION

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Hiring & Career Pathing

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MOVING IN THE RIGHT DIRECTION

Not bad! But there’s room for improvement.

Looks like your organization is already doing many of the right things. You likely have a formalized DEI Council, partial/complete leadership buy-in on the importance of inclusivity, and several successful diversity programs. But… there are some areas which have not received the same focus. Or certain initiatives which have failed to produce measurable results.

 

Organizations at this stage are often dealing with the frustrations inherent to most DEI programs.

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The Most Common Issues with DEI Initiatives

Despite best intentions, buy-in, and budget, organizations typically hit a wall with their DEI initiatives. You're likely familiar with one or more of the inherent and structural flaws:

One-off & Piecemeal

Programs which are not tied to company strategy. Often implemented as a knee-jerk response, these initiatives are overly focused on the currently growing minority demographic and accomplish little more than virtue signaling.

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Top-Down & Overly Centralized

These initiatives are focused on governance and reporting. Often they appear to be well-managed, but they are so high-level that they fail to impact employees on the ground.

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Broad Scope & Generic

“One size fits all” training and coaching that never results in real change. These programs are often reactive to external social issues and misaligned to the real issues present within the organization. 

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No Support for Operational Leaders

Usually overlapping with top-down generic programs, these initiatives have lofty goals and support from upper leadership. They lack clear guidance for the middle management who actually impact the day-to-day reality of an employee. Thus having inconsistent results.

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No Measurable ROI

DEI programs often measure surface-level diversity stats, leading to the perception that they lack tangible business value. This makes it impossible to prove long-term impact and impacts budget allocation for future initiatives. 

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Elements of a Comprehensive DEI Strategy

Moving past the structural issues with DEI initiatives requires an end-to-end strategy. A combination of initiatives that put fast and continuous improvement as keystone for achieving your organization’s goals. Below are the elements of a comprehensive diversity, equity, and inclusion program:

RECRUITMENT: Establish, and reevaluate yearly, a diversity-focused recruiting plan. Including the use of hiring technology to increase fairness.

MENTORING: Develop a mentoring program, paying close attention to the need for top-down sponsorship and diversity across age, sexual orientation, race, religion, gender, and other various identities. 

TRAINING: Facilitate awareness and buy-in via unconscious bias, anti-racism, and inclusion training.

POLICIES: Review and fine-tune your discrimination and harassment policies. Reevaluate yearly at minimum.

ESCALATION: Have a system in place for escalating harassment or retaliation issues and ensure employees are well-informed of the resources available to them.

NETWORKING: Foster diversified business networks and cross-company networking by establishing Employee Resources Groups (ERGs).

SAFETY: Create a safe space for race and diversity conversations. This often starts as a facilitated process when an experienced expert.

OPERATIONAL: Appoint on-the-ground leaders as your Internal Champions of Diversity & Inclusion. These champions for change should be empowered to make decisions and take action.

CONTINUOUS IMPROVEMENT: Inspire culture change via top-down support and executive sponsorship for diversity resolution and inclusion values. Successful DEI programs require flexibility, adaptability, resilience, and persistence.

Want to share this with your team? Download the infographic!

The most difficult part of a comprehensive strategy is knowing how and when to implement each of these elements. Lean DEI can help! We specialize in the Right-Sized Solutions at the Right-Time. Give us a call at 281-845-8800 or email Consult@LeanDEI.com

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How Lean DEI can help:

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Create an environment where all employees feels included ensures they are able to express their full creativity and potential within the company.

Build an Inclusive Culture

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Build trust, empower managers, and create a direct line of communication between leadership and employees.

Create a Listening Strategy

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A gold star brand takes decades to build. Negative PR on diversity and Inclusion issues can destroy that reputation in minutes.

Mitigate Negative PR

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Correct any discriminatory behaviors and prevent future avoidable consequences through trainings, coaching, and consulting on cultural norms.

Deter Discrimination Lawsuits

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Identify unconscious biases and arm leaders with the data, training, and skills necessary to make a change.

Address Unconscious Bias

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Create an environment that cultivates and promotes diverse workforce in order to retain top talent and strengthen the talent pool.

Build a Diverse Talent Pipeline

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Create high trust relationships, inspire cross-organizational collaboration, and foster a sense of belonging for underrepresented employees in an organization.

Build Best-in-Class Employee Resource Groups

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Create an end-to-end DEI Strategy that engages your internal champions of change, fosters tolerance, and cultivates a culture of inclusion.

Implement a Comprehensive DEI Program

Your benchmark results help us create a customized DEI roadmap