What is your diversity, equity, and inclusion strategy?
What is a Diversity, Equity, and Inclusion (DEI) Strategy?
Whether your organization wants to increase DEI is its workforce or participants, it will require an intentional strategy. This may start with establishing your institution's DEI goals and developing a DEI statement that matches it.
Once you have laid this groundwork, you can focus on hiring practices that foster DEI, communication that is consistent with your DEI goals, and internal organizational culture that makes everyone feel they belong.
Here are just a few benefits of committing to a diversity, equity, and inclusion strategy in your organization.
Diversity of Thought in the Workforce
Innovative Problem Solving
Improved Organizational Culture
Increased Participation and Customer Base
"We want to make our organization more inclusive, but don't know how."
Every organization is different. They each have a different purpose, a different culture, different values, and different goals when it comes to diversity, equity, and inclusion (DEI). But what isn't different is the need for a plan and strategy to meet the organizations DEI needs.
Step 1: Through discussion, identify what an organization means by diversity, the commitment it has to equity, and its goals for inclusion.
Step 2: Agree on a statement, language, and values that reflects Organization X's vision for DEI.
Step 3: Audit the organization's communication and marketing product. Benchmark relevant data points in areas that the organization has identified as important.
Step 4: Develop strategies to overcome DEI challenges. Continue to advise, review and contribute to organizational DEI strategy. Monitor DEI data points, audit communication and marketing materials through a DEI lens.