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

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

Onsite Workshop

Current DEI initiatives are not making an impact:

  • Ninety-seven percent of organizations have established a gender diversity program, but only 25% of employees in diverse groups said they have personally benefited from it (BCG, 2019).
  • Fifty percent of employees interviewed believe their organizations do not have the right practices in place to mitigate bias (BCG, 2019).
  • Almost half of the organizations tracked by McKinsey have made little to no progress in increasing diversity at their organizations since 2014 (McKinsey, 2020).

When organizations act on DEI:

  • Revenue can grow up to 3x (Bush et al., 2018).
  • They are 18% more effective at creating a positive employee experience (McLean & Company Trends Report, 2020; N=416).
  • They are better at retaining employees, with turnover rates 4% lower than those not acting (McLean & Company Trends Report, 2020; N=416).

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

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