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.
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- 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.
1. Conduct a current state assessment
Uncover DEI gaps and challenges through focus groups and data evaluation.
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.
Diversity, Equity and Inclusion Strategy
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Diversity, Equity and Inclusion Strategy
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Course Information
- Title: Diversity, Equity and Inclusion Strategy
- 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 DEI 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 DEI in their organization.
- Establish a governance model and select DEI initiatives.
- Plan to launch the DEI strategy and set expectations for all employees.
1 to 1.5 CPD hours per course.
McLean & Company is recognized by SHRM and can award Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.
HR Certification Institute’s® 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®.
Course Modules
Create a People-First DEI Strategy - Introduction: Uncover and address systemic inequities and develop a strategy
Create a People-First DEI Strategy - Module 1: Conduct a Current State Assessment
Create a People-First DEI Strategy - Module 2: Determine the purpose of DEI
Create a People-First DEI Strategy - Module 3: Determine the governance model and select DEI initiatives
Create a People-First DEI Strategy - Module 4: Plan to launch the DEI strategy
