Building equal workplaces

3 Tips for Authentically Integrating a DEI Strategy in your Organization

The past year and a half has been monumental for the equality movement, at a great human cost nonetheless.  Having a Diversity and Inclusion strategy is now table stakes. It is now an expectation from equity seeking individuals that employers must be openly accountable and take action on social issues. 

According to a survey by Gartner, the number of employees who were considered highly engaged increased from 40% to 60% when their organization acted on today's social issues. The truth is, people’s BS metres are sensitive.   They can smell superficial gestures from a mile away.  When it comes down to it, D&I initiatives are all about building trust.  There is no shortcut and it certainly is not a project with a clear start and end date; it takes repetition and time.

So, how do you ensure you are being authentic when implementing D&I into your organization? 

1) Take advantage of trust-building moments

When it comes to creating lasting change, it is the process that is the most important. You can count on having bumps along the way. Don’t fret, each bump is a trust building moment.  They are your opportunities to work with your teams to address frustrations and issues together and use these conversations as moments of transparency and improvement.

2) Take your time

Building authenticity and trust takes time, especially when it comes to D&I. Think about how long equity seeking individuals have faced systemic barriers!  Why should they place their trust in your hands in a mere matter of months?  Come to the table with the same mindset by being true to what you're good at, stay the course, and relying on the experts and equity seeking individuals to help your organization change. 

3) Stay accountable

What is the best way to combat skepticism?  Stay accountable.  Authenticity requires ongoing consistency and check-ins. Set clear and lasting targets and goals.  When you make progress, share the credits; when you fall short, own up to the results.   

These simple tips can help your organization authentically implement D&I into your day-to-day practices. By taking a trust-buidling approach to D&I programming, you are not only going to see a change in retention, but you will help your employer brand reputation for attracting new talent. 

Looking for support with authentically implementing D&I programming in your organization? Send me an email at tony.yu@sensenous.ca