Senior leaders are privileged in wielding influence across large groups. “The most noticeable changes come from the top. Hiring a consultant who can guide you through the process of fostering a diverse, inclusive workplace through genuine and cohesive actions and messaging is a good idea - especially if you are hiring for executive leadership positions like a chief marketing officer or are in the process of finding a technical co-founder or general business partner. Get strategic supportĮven with the best intentions, it’s normal if you feel the need for extra support. Treat it as you would treat any of your other team goals. As Torpet puts it, “DEI affects all areas of business” and “the results are tangible.” She recommends setting concrete targets for DEI with all managers. Leaders who take DEI seriously turn it into a business objective.

Hold all leaders accountable for DEI – not just HR Acknowledging those culture creators is a first (and easy) step to alleviating diversity fatigue, which positively impacts the company.” 3. It’s a silent burden that threatens engagement in your team. “Diversity fatigue is the exhaustion, frustration and isolation people feel when they actively attempt to build DEI in an organization, yet see minimal results. Is there one team member who is always taking initiative to organize things like Pride and Women’s Day celebrations? It’s important to acknowledge those DEI influencers, says Torpet: Acknowledge the DEI influencers in your company There are countless AOIs, so be thoughtful and get started,” says Torpet, who recommends setting a daily reminder on your phone to demonstrate an AOI.Īccording to Deloitte, examples of AOIs include admitting you made a mistake, taking an interest in learning about different cultures the people you work with are from, and creating more space in meetings for listening to your team without judgment. “We call Acts of Inclusion (AOI) the small everyday behaviors and gestures that invite a person, and their perspectives, into your environment. Performing acts of inclusion is one way you can put DEI into practice on a daily basis. Information alone is not enough though – here are five tips to make an actual impact with DEI in your organization.

Equity is what keeps the unique talent in your business.

Inclusion is how you attract more unique talent to your business.

Diversity is a unique talent already in your business.

Chandre Torpet, a strategy consultant specializing in DEI, says that you need to keep in mind the three following things: For example, a 2022 report revealed that diverse companies earn two and a half times higher cash flow per employee and that inclusive teams are more productive by over 35%.Īs a leader, it’s now essential to understand core DEI principles and embrace a few best practices.

The good news is, investing in DEI efforts is worth it, from increasing engagement levels to fostering team collaboration and innovation. While companies have made some progress on the Diversity, Equity and Inclusion front (DEI), there is still a lot of work to be done to create inclusive workplaces and combat inequality.

Diversity tip of the day