As organizations are developing or adapting their diversity, equity, and inclusion (DEI) strategy, they are often stumped with some common questions. What is a DEI strategy? What should be included? How do we make sure we’re staying on track?
A DEI strategy refers to a comprehensive plan or approach implemented by organizations to foster diversity, equity, and inclusion within their workforce and culture.
A great DEI strategy includes the following components:
A clear mission statement and vision
A foundation in measurement
Goals and objectives
Policies and practices
Training and education
Accountability
Ongoing review and improvement
1. A clear mission statement and vision
Stakeholders should establish a DEI mission statement, defining the purpose of their DEI efforts and the organization’s reasoning for investing in these efforts. They should also establish their vision for the efforts, outlining what they wish to achieve in the future based on these efforts.
2. A foundation in measurement
Whether you are building on previous work or starting from scratch with your strategy efforts, a good first step is to analyze where your organization is, in terms of diversity, equity, and inclusion practices. This can include using sources of data already in existence within your organization or conducting a DEI-specific survey, such as the MIBA. These sources of data can provide important insights into where your organization has areas of improvement.
3. Goals and objectives
Based on the areas of improvement, stakeholders should then set data-based goals and objectives, in alignment with the overall DEI mission and vision, in order to establish a clear path forward. Using measurement as a foundation allows for specificity in goals and objective ways of assessing whether or not those goals have been met.
4. Policies and practices
Within one’s review of the current state of the organization, it is important to review how current policies and practices fit within the DEI mission and values. These policies and practices can include anti-discrimination policies in hiring and promotion, diverse selection practices, and more inclusive dress code or professionalism policies. Policies that do not align with the organizational vision for DEI should be adapted or eliminated.
5. Training and education
A key aspect of moving an organization forward in regard to DEI is ensuring everyone has the training and education necessary to create an inclusive and equitable work environment for all employees. This training can include subjects such as unconscious bias or inclusive language.In alignment with the DEI vision, setting a plan to provide all employees, especially leadership, with the tools to excel in DEI is essential for continued success.
6. Accountability
A DEI strategy can only be effective if there are systems of accountability built into it. Through the foundation in measurement, stakeholders should establish metrics in order to track progress toward the established goals and objectives. These metrics should be used to hold leaders accountable for leading inclusively and prioritizing DEI within their workplaces. The gold standard is tying DEI to compensation—this is where the rubber hits the road when it comes to getting goals accomplished.
7. Ongoing review and improvement
Lastly, a strong DEI strategy is continuously being evaluated and updated. Changes should be made as necessary to ensure the strategy remains effective at driving continuous adaptation and growth for the organization in alignment with the organizational mission and vision.
By implementing these key components, an organization can develop a truly effective DEI strategy that fosters a culture of inclusion and promotes diversity and equity for everyone.
Looking for some help in developing your organization’s DEI strategy and the road ahead? Contact Mattingly Solutions to learn more about how we can become your trusted partner, helping you create a more inclusive workplace. Together.
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