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Create a People-First Diversity, Equity & Inclusion Strategy

Build a DEI sustainable strategy by focusing on real people’s experiences to uncover and address systemic inequities.

  • 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.

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 & Inclusion Strategy

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.


Diversity, Equity and Inclusion Strategy

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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 & 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 onsite 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

  • Gather organizational data to uncover DEI gaps and challenges.
  • Review the organization’s broader strategic goals and priorities.
  • Understand the broader DEI landscape.

Key Benefits Achieved

  • Organizational data gathered
  • Strategic goals and priorities reviewed
  • External landscape analyzed

Activities

Outputs

1.1

Gather debrief data.

  • DEI data gathered
1.2

Debrief DEI assessment.

  • DEI assessment completed
1.3

Review the organization’s broader strategic goals and priorities.

  • Supporting framework of DEI priorities established
1.4

Identify the DEI implications of strategic goals and priorities.

  • Strategic goals and priority implications identified
1.5

Conduct an external analysis by brainstorming external factors (PESTL) to understand the macro-level implications on DEI strategy.

  • External analysis completed

Module 2: Determine the purpose of DEI

The Purpose

  • Conduct a SWOT analysis.
  • Define the overarching purpose for DEI.
  • Determine strategic pillars.
  • Identify goals and metrics.

Key Benefits Achieved

  • SWOT analysis conducted
  • Overarching purpose for DEI defined
  • Strategic pillars determined
  • Goals and metrics identified

Activities

Outputs

2.1

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

  • SWOT analysis conducted
2.2

Based on Day 1 activities, discuss how you envision the future state of DEI.

2.3

Using the insights from the SWOT analysis, define and draft the overarching purpose of DEI at your organization.

2.4

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

  • Organization’s DEI strategic pillars determined
  • High-level strategic pillar goals and metrics identified

Module 3: Select initiatives & plan to launch strategy

The Purpose

  • Select and customize DEI initiatives to implement.
  • Identify clear DEI responsibilities across the organization.
  • Build a clear action plan for launching the DEI strategy.

Key Benefits Achieved

  • DEI initiatives to implement selected and customized
  • DEI responsibilities identified
  • Action plan for launching the DEI strategy built

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.

  • Initiatives to implement selected
3.2

Prioritize the selected initiatives.

3.3

Identify key milestones that must occur to implement the DEI strategy, who will be impacted by the milestone, who owns it, and who will perform it.

  • High-level plan to execute on the DEI strategy created

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?
Try Our Guided Implementations

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.

Guided Implementation #3 - Determine the governance model and select DEI initiatives
  • Call #1 - Review recommended governance model and discuss requirements.
  • Call #2 - Discuss and prioritize appropriate initiatives.

Guided Implementation #4 - Plan to launch the DEI strategy
  • Call #1 - Review the plan to execute on DEI.

Search Code: 79189
Published: November 23, 2015
Last Revised: November 16, 2020