Now Is the Time for a Strategic Approach to Diversity, Equity and Inclusion
With the uncertainty surrounding so many people and organizations during COVID-19 and the social unrest since George Floyd’s killing, organizational diversity, equity and inclusion (DEI) work is more important now than ever. Many organizations have been taking a piecemeal approach to DEI, including random diversity trainings and a few attempts at diversity recruiting. Most of these have yielded no long-term results. These organizations are now realizing that it is time to step back, assess where they are at, and move forward with a strategic DEI action plan to achieve long-term goals.
The goal of a DEI action plan is to create ongoing, sustainable processes and practices for developing and managing a diverse workforce. The action plan should incorporate all areas of the organization, including aspects from many different perspectives, such as:
- The organization’s history
- Recruitment, interviewing and hiring practices
- Management and retention
- Marketing and communications
- Demographic makeup of the communities and individuals that the organization serves or desires to serve
- Diverse backgrounds of employees, applicants and potential applicants
- National diversity trends
- Outside vendors that can assist with the process
A successful DEI action plan begins with an organization-wide assessment. Start by researching the history of your organization and how it has evolved, compare that to the history and evolution of this country, and then clearly define your organization’s values, goals and business case for developing a diverse and inclusive workplace. Upon completion of the assessment, list recommendations based on the assessment findings. These recommendations can then be turned into action steps, along with accountability and a format to measure outcomes.
As I state in my book, Diversity Assessment and Action Plan Workbook, there is no quick fix or cookie-cutter approach to accomplish the goal of organizational DEI. It is important that your organization begins down the right path to perform the intense and thorough work necessary to achieve systemic and sustainable change. This book outlines a step-by-step process that will help your organization’s leaders begin and maintain their commitment to accomplishing their DEI goals.
Historically, DEI is new territory for most of us, and organizations and consulting firms are taking many different approaches to this work. Understanding this strategic approach for doing organizational DEI work will help guide your organization throughout the process, whether your organization does the work internally or hires a consulting firm to assist with it.
As our country’s demographics continue to rapidly become more diverse, and particularly now with the heightened awareness around diversity issues, it is the right time for your organization to take a proactive and strategic approach to hire and develop a diverse workforce.
Copyright © 2023 Lila Kelly Associates, LLC. Not to be reprinted without written permission from Lila Kelly. Integrating Diversity into Recruiting, Interviewing, Hiring and Retention – Since 1992. This article includes excerpts from Lila Kelly’s books and online training programs at diversityintegration.com. To stay up to date on all the latest from Lila Kelly Associates, LLC and DiversityIntegration.com subscribe to our newsletter.
