Diversity, equity, and inclusion (DEI) is complex and heavily nuanced. This means that every DEI strategy needs to be based on the specific challenges of diversity, equity, and inclusion in the workplace.
DEI is often siloed under HR, but everyone has a role to play as allies, leaders, and champions when it comes to creating an organization that has diverse groups of employees, is equitable, and is inclusive. However, it is not always clear how everyone participates in creating a diverse and inclusive organization.

Need Extra Help?
Speak With An Analyst.

Get on-demand project support
Get advice, coaching, and insight at key project milestones
Go through a Guided Implementation to help you get through your project

Book Analyst Call

Our Advice

Critical Insight

Diversity, equity, and inclusion is a continuum – an ongoing journey of unlearning and learning the deeply rooted dogmas that guide the way organizations operate.
The DEI strategy is a mechanism through which systemic issues and the ingrained way things are done at organizations can be challenged and changed to build an inclusive and diverse workplace.
Creating a scaled and purposeful DEI strategy, upheld by strategic pillars, and customized DEI initiatives kick-starts the journey.

Impact and Result

Organizations must create a DEI strategy that is based on their specific organizational DEI challenges. Assess the current state of DEI through organizational data and focus groups, not based on current trends and fads in diversity, equity, and inclusion training.
With a DEI strategy project team, identify a clear purpose for DEI that is upheld by defined strategic pillars, carried out by specific DEI initiatives (e.g. inclusive leadership behavior training, implementing sponsorship programs, expanding campus recruitment strategies to more diverse schools), and overseen by a governance model.
Implement diversity, equity, and inclusion in the workplace with initiatives that support all parts of the employee lifecycle.

Create a People-First Diversity, Equity, and Inclusion Strategy Research & Tools

1. Conduct a current state assessment

Uncover DEI gaps and challenges through focus groups and data evaluation.

Create a People-First Diversity, Equity, and Inclusion Strategy Executive Briefing

2. Determine the purpose of DEI

Define the overarching objective for DEI, determine strategic pillars, and identify goals and metrics.

3. Determine the governance model and select DEI initiatives

Assess DEI maturity and examine the employee lifecycle from a DEI lens to select initiatives to implement.

4. Plan to launch the DEI strategy

Identify organizational DEI responsibilities, plan to launch the DEI strategy, and embed DEI into the company EVP and brand.

Diversity, Equity and Inclusion Strategy

live

00:00

Please to access this McLean Academy course

This program has been approved for continuing professional development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

McLean & Company is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP® recertification activities.

HR Certification Institute's® (HRCI®) official seal confirms that McLean & Company meets the criteria for pre-approved recertification credit(s) for any of HRCI's eight credentials, including SPHR® and PHR®.

How to complete this course:

Use these videos, along with the Project Blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the Course Modules. At the end of each Module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all of the course tests.

Number of Course Modules: 5
Estimated Completion Time: 1.5 hours

Learning Outcome

Learners will be able to define a four-step process for creating an effective diversity, equity and inclusion (DEI) strategy to improve diversity, equity and inclusion in the workplace throughout the employee lifecycle and all areas of the organization.

Learning Objectives

By the end of this course, learners will be able to:

Recognize the value of having a DEI Strategy.
Gather data to understand the current state of DEI in their organization.
Determine a tailored purpose for building an inclusive and diverse workplace.
Establish a governance model and select DEI initiatives.
Plan to launch the DEI strategy and set expectations for all employees.

Course Modules

Now playing

Create a People-First DEI Strategy - Introduction: Uncover and address systemic inequities and develop a strategy

Now playing

Create a People-First DEI Strategy - Module 1: Conduct a Current State Assessment

Now playing

Create a People-First DEI Strategy - Module 2: Determine the purpose of DEI

Now playing

Create a People-First DEI Strategy - Module 3: Determine the governance model and select DEI initiatives

Now playing

Create a People-First DEI Strategy - Module 4: Plan to launch the DEI strategy

Workshop: Create a People-First Diversity, Equity, and Inclusion Strategy

Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Conduct a Current State Analysis

The Purpose

Understand the baseline/current state and where we are today by looking at DEI data.

Key Benefits Achieved

Having a better understanding/baseline of what is working and what needs improvement and models in the organization.

Activities

Outputs

1.1

Debrief DEI Assessment.

Discussion of DEI gaps/challenges (from data)

1.2

Review the organization’s broader strategic goals and priorities.

1.3

Identify the DEI implications of strategic goals and priorities.

DEI implications across 6 focus areas (data, compliance, workforce segments, competencies, culture, core processes)

1.4

Conduct an external analysis by brainstorming external factors (PESTL).

PESTL analysis

Module 2: Determine the Purpose of DEI

The Purpose

Define the purpose of DEI for the organization.

Key Benefits Achieved

DEI positional statement unique to the realities of the organization created.

Activities

Outputs

2.1

Conduct a SWOT analysis by using the information gathered in the data collection process.

SWOT analysis

2.2

Discuss how you envision the future state of DEI.

2.3

Define and draft the overarching purpose of DEI at your organization.

Draft overarching purpose statement for DEI

2.4

Select 2-4 strategic pillars and identify goals and metrics for each.

2-4 strategic pillars and associated goals

Module 3: Select Initiatives

The Purpose

Select initiatives.

Key Benefits Achieved

Select and define aligned DEI initiatives based on the draft purpose statement and goals.

Activities

Outputs

3.1

Select initiatives and customize them by describing how the initiative will be implemented, what the considerations are, who will be accountable for the initiative, and what the initiative will achieve.

Customized DEI initiatives

3.2

Prioritize the selected initiatives.

Prioritization matrix of DEI initiatives (based on impact and effort to implement)

3.3

Identify key milestones that must occur to implement the DEI strategy.

High-level key milestones to implement

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Speak With An Analyst

Get the help you need in this 4-phase advisory process. You'll receive 7 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Conduct a current state assessment

Call 1: Discuss the process to identify the DEI strategy project team and review the D&I assessment.
Call 2: Plan how the organization will assess the current state by identifying data and conducting focus groups.

Guided Implementation 2: Determine the purpose of DEI

Call 1: Review SWOT analysis and draft overarching purpose of DEI.
Call 2: Define the organization’s strategic pillars and determine how goals/metrics will be measured.