Create a People-First Diversity, Equity & Inclusion Strategy

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

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Your Challenge

Diversity, equity, and inclusion (DEI) is complex and heavily nuanced. This means that every DEI strategy needs to be based on the specific DEI challenges the organization faces.
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.
Creating a scaled and purposeful 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 DEI 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 DEI across the organization with initiatives that support all parts of the employee lifecycle.

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.

Guided Implementations

This guided implementation is a seven call advisory process.

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.

Innovation Through Diversity & Inclusion

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Course Information

Title: Innovation Through Diversity & Inclusion
Number of Course Modules: 5
Estimated Completion Time: 1.5 hours

Learning Outcome

Define a five-step process for creating an effective diversity and inclusion (D&I) strategy to improve inclusiveness throughout the employee lifecycle and all areas of the organization.

Learning Objectives

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

Explain why inclusion is a key component of an effective diversity strategy.
Recruit a D&I Steering Committee and involve them in setting the vision, goals, and overall strategy around D&I.
Create a culture of D&I using employee training and marketing materials that reflect D&I principles, and ensure an inclusive environment.
Use metrics to track progress on D&I goals.

1 CPD hour per course.

Each course is valid for 1 PDC for the SHRM-CP℠ or SHRM-SCP℠.

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

Course Modules

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Introduction

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Module 1

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Module 2

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Module 3

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Module 4

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

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Create a People-First Diversity, Equity & Inclusion Strategy

Your Challenge