When it comes to promoting diversity, equity, and inclusion (DEI) in the workplace, many companies often plan short-term initiatives without building a strong, multi-year strategy.
Celebrating cultural holidays and creating more inclusive hiring procedures are certainly steps in the right direction, but without a goal-based strategy fueled by engagement data and backed by leadership, DEI initiatives often fizzle out before their potential is even realized.
Companies that view DEI as an ongoing measure of well-being rather than a quota to meet not only enjoy year-over-year growth and success—their people are also happier, more productive, and more inclined to advance their careers.
But how can organizations ensure they’re starting from the right place? It all starts with having a thorough understanding of what diversity, equity, and inclusion mean from a wellness perspective before nailing down a long-term strategy.
Every organization is different, just as its employees are. Therefore, individual needs will vary from one workplace to the next, so how can you accurately gauge what those needs look like for your unique organization?
You might be surprised to learn you already have an impactful tool at your disposal.
Wellness platforms are not only designed to streamline educational resources, benefits information, and unique incentives pertaining to DEI initiatives—but also track which features are most engaging. By centralizing DEI program initiatives, communications, and feedback in an easily accessible wellness program, organizations can gather raw data to inform broader DEI implementation best practices, program modifications, and future benchmarks.
Here are four common phases for developing effective and data-fueled DEI initiatives, as outlined by SHRM:
Here are a few examples of initiatives that you can implement today to get your DEI strategy off the ground and move your organization in a direction that’s more diverse, equitable, and inclusive:
DEI Initiative |
Why It Matters |
How to Make It Happen |
|
Recognizing and celebrating cultural holidays |
No holiday holds more or less value than another, which is why it’s important to recognize diverse holidays in the workplace. This is an especially important initiative when hiring talent, as young workers between the ages of 18 and 29 are considered the most religiously diverse group in the country. |
Create a dialogue with your employees to find out which holidays they value. This can be done through company surveys or by working directly with your ERG. Then, follow these steps to execute:
|
|
Hire diverse talent |
In order to build a more inclusive workplace, organizations must take an unbiased approach to recruiting with a goal of reaching far beyond that bias. Research shows that diverse teams make better decisions as well as better investments—making them conducive to a financially successful business. |
Hiring diverse candidates starts with your job postings. By auditing your company’s open positions, using inclusive language, and stating your company’s larger DEI purpose, you can build a brand that not only showcases its DEI values but demonstrates them, too. |
|
Create and seek counsel from a DEI committee |
DEI committees and councils differ from ERGs in that they’re organizationally instituted as opposed to employee-led. A DEI committee leads with accountability, helping bring about important policy changes to ensure that an organization is delivering on its DEI promises. In other words, it’s a cross-functional council that manages and coordinates DEI efforts within the company, and the benefits of having one are myriad. |
According to Rutgers University, a DEI committee is at its best when:
|